Japanese business blog

Wally Olins CBE 1930-2014

I was very sorry to hear of the death of Wally Olins on Monday. Although he was 83, and had recently undergone an operation, it seemed he was recovering well, and I was looking forward to his postponed book launch for Brand New: The Shape of Brands to Come and maybe catching up with him before then as he had said he had wanted to chat further with me about Japan – which was typical of Wally, that despite his immense expertise and experience, he was always curious to know more and very generous and open to relative newcomers to his field.

We had worked together both when I was at Fujitsu for their new brand promise “shaping tomorrow with you” and after that with his company Saffron on another corporate vision project for a Japanese owned subsidiary. As Ian Stephens, principal of Saffron, has said in their statement about his death, Wally was infectiously charming but also famously impatient – he sometimes sought reassurance from me that his straight talking style was not going to upset Japanese executives.

Although he was impatient with Japanese companies’ caution, indecisiveness and inarticulacy, I sensed Wally was approving of Japanese companies because they instinctively “get” (and had been practicing, at least in Japan) the concept he had been preaching, that a company’s brand is about nurturing its collective identity, giving it an emotional connection to its customers.

I understand his impatience now, as he did seem, despite his four score years and more, like a man who still had a lot more he wanted to give and achieve. The best compliment we can pay him therefore is to buy his new book, and keep the flag flying for his work and ideas.

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6 reasons Japan is behind as a global brand

Prof Noboru Sato, of Nagoya University and formerly of Honda Motors and Samsung gave the following 6 reasons (article in Japanese) that Japan is behind, not only in the globalization of business, but in terms of global cultural influence – in the arts and sports and also the strength of “Brand Japan”. Many will come as no surprise to Japan watchers:

1. Education

Fewer Japanese students are studying abroad and Japanese universities are slow in increasing the number of foreign academics they hire. As Sato acknowledges, Japanese universities need to make their academic staffing more meritocratic if they want to attract the best in the world.

2. Young Japanese not working abroad

Sato points to how Japanese companies have not been proactive in hiring “returnees” – Japanese graduates who have spent part of their education overseas. However, and I would concur, he acknowledges this has changed recently, and many companies have been taking steps to hire foreign employees and returnees in Japan. But, as Sato points out, Japanese companies do not make any distinction in terms of pay or promotion prospects for people who have Masters degrees. This makes them an unattractive prospect for returnees and foreign graduates.

3. Uncompetitive education

Although Japan has very high literacy and numeracy rates, its educational spending as a proportion of GDP is one of the lowest in the world. In other words parents in Japan are footing the bill. Computer literacy is lower than most developed countries.

4. Industry’s lack of global competitiveness

All the famous names in electronics have been suffering recently – however Sato sees some grounds for optimism that they may regain their strength.

5. The penetration of Japanese food culture

Sato gives the first 4 reasons a fairly cursory explanation but really goes to town on this one – he’s clearly had one too many bad “Japanese” meals abroad. In Sato’s view, the “fake” Japanese restaurants, run by non-Japanese, in Europe, North America and South Korea, are ruining the Japan brand, as are the recent scandals in Japan’s own restaurants and department stores, where lower grade foods were passed off as higher grade, or wrongly stated to be from specific regions.

6. Tourism

Japan ranks #33 in the world for tourist numbers, and South Korea, with half the population of Japan, ranks 23rd. Japan should be attracting more tourists given the richness of its culture and food.

Sato concludes that much of this could be solved if there was more sense of a need for competitiveness, from primary education onwards, in Japan. There needs to be more external stimulus and awareness of the need to be competitive relative to other countries. He does not give any concrete proposals on how this is to be achieved, however. In a sense Japan has got itself in a virtuous (or vicious) circle, in that it has become one of the nicest places to live in the world, so why would Japanese people feel any sense of urgency to compete with or live in other countries, which seem more dangerous and insecure – and as for the food…

The man who turned around Hitachi part 2 – social innovation and restructuring

The first action Takashi Kawamura undertook on being appointed President of Hitachi in April 2009 was to reform the governance of the company, allowing more independence to the listed companies in the Hitachi group and also the internal companies. Some restructuring and cutting loose of certain business lines also occurred.

“But what was really important” says Kawamura, “was that we had a direction for the future”. The key phrase he devised was “Social Innovation”. Apparently some native English speakers pointed out that such a phrase did not really exist in English in the sense it was used by Hitachi – to connect social infrastructure and information technology. But as it had meaning for Hitachi, Kawamura stuck with it. “Hitachi began with motors and power systems for mining, and is strong in power plants and rail, but also IT. It was often said inside Hitachi that they wanted to be “IBM+Siemens”.

Hitachi’s two biggest independently listed companies, Hitachi Cable and Hitachi Metals, were initially resistant, saying they were not involved in social innovation, but Kawamura managed to persuade them that ultimately they were providing the foundations for social innovation businesses.

Kawamura also followed a policy of focusing on upstream and downstream, and getting rid of “midstream” businesses. For example assembly of digital components- investing in a joint venture with Mitsubishi Electric – Renesas, which then merged with NEC Electronics. The mobile phone business was spun off into a joint venture with NEC. The hard disk drive business was sold to Western Digital.

“In other words, we were taking down our shop sign as a consolidated electricals company” says Kawamura. “Actually, I wish we had done it five years earlier, then we would not have made such big losses.” As the Nikkei points out, actually Hitachi was quicker to restructure than Panasonic or Sharp.

Kawamura believes that the best time to shut down a business line is just after the peak has been attained. But he recognises this is hard to implement – there are many people who joined Hitachi in order to be in that business. But Hitachi has had 100 years of moving from one peak to another, from motors for steel making to nuclear power stations to large scale computing, to hard disk drives.

The worst time for Kawamura was having to raise capital from shareholders in 2009, when Hitachi’s shareholder equity ratio had fallen to 11.2%, Hitachi normally guarantees whatever it sells – power plant efficiency, meeting deadlines etc, but of course dividends and share prices cannot be guaranteed. The share price fell to Y200, but despite everything, our shareholders took up the offering. “This really stiffened my resolve to carry out the reforms needed at Hitachi…. that is what being the manager of a company is about” Kawamura recollects.

(Continues – Part 3 – trimming the three branches)

The man who turned Hitachi around – boiled frog, donburi and battleships

The Hitachi group of companies, estimated to be the second biggest company in Japan in terms of employees after Toyota, and 4th in terms of revenue, has turned itself around considerably since 2009, when it chalked up “the largest loss in Japanese manufacturing history” of around $8bn.

It led to the premature ousting of Kazuo Furukawa as President, replaced by Takashi Kawamura as CEO and Chairman, who at 69 was 8 years older than Furukawa and must have thought his career was in a graceful curve towards retirement, as chairman of Hitachi Maxell and Hitachi Plant Technology.

Kawamura handed over the Presidency to Hiroaki Nakanishi in 2010, and continues as Chairman. A series of articles in the Nikkei Business magazine recently describe how he turned the conglomerate around to profitability in two years.

He describes how he saw Hitachi in 2009 as a “boiled frog” whereby each division was fooled by the cosy feeling of the slowly heating water, unwilling to make radical changes until it was too late. Japanese like to stick with things as they are, he comments.

Corporate governance was not working at Hitachi in 2009 he says. All the group companies were run by an Old Boys network from the Hitachi main company. If a younger President had been appointed, and wanted to change things, it would have been difficult to persuade his seniors. As Kawamura was older than most of the other presidents, he was able to push through reforms.

He describes Hitachi as having a “donburi” style of management [donburi is a rice with toppings dish] whereby the loss making businesses were covered by the profitable ones. “Bad businesses should be brought out into the open and a judgement made as to whether they can be reformed or scrapped”. This was forced upon Hitachi by the Lehman Shock but Kawamura was also more able to do it because he had been in a subsidiary of Hitachi.

Employees used to believe Hitachi was the unsinkable battleship. It survived 2 oil shocks without much impact on its financials. Japan’s big three electrical companies – Hitachi, Toshiba and Mitsubishi Electric used to be known as the wandering samurai, the merchant and the feudal lord respectively. A wandering samurai thrives when times are good, but is not flexible about change when it’s necessary.

There was also something known as “Hitachi Time” – whereby major decisions had to take account of so many people, including Old Boys and therefore were very slow to be reached. In 2009, Hitachi was renamed the sinking battleship. Kawamura uses a story he heard about the British Navy,as a metaphor for what had happened to Hitachi. British battleships were taking on about an inch of water a year, which will caused the ships to lose speed, so in the end, they are rusted up and useless. Hitachi had made losses in 2001, 2006 and 2007 as well as in 2009. Apparently the reason the the battleships took on water is that they had become heavier every year. This was due to an accumulation of personal possessions by the staff on board. So the British Navy is now very strict about what personal items can be brought on board.

(to be continued – what Kawamura did to reform governance)

High brand recognition for Japanese companies does not necessarily mean they are well known

When it was first suggested to me that I join Mitsubishi Corporation in the UK, I have to admit I thought it was the car manufacturer, Mitsubishi Motors, despite the fact that I should have known better, having been brought up in Japan and spent a year at a Japanese university.

After a couple of years exporting British chinaware and shoes to Japan for the trading house, I was transferred to Tokyo to work in the building materials sales team. The apartment that my employer found for me had no furniture, as is normal in Japan. So I decided I would buy what I needed at Marui department store, as I had heard they offered credit cards and I did not have enough savings to pay for the necessary bed, sofa and refrigerator.

When I approached the credit card application desk, a look of panic flitted across the clerk’s face – a young, foreign, female was presumably not going to be a good credit risk. I reassured him I could speak Japanese, but he was very concerned whether I could write well enough to fill in the application form.

I took out my Mitsubishi Corporation business card in order to copy down the address, and as soon as he spotted the distinctive three diamond logo, his face lit up. “Mitsubishi Corporation! Can I phone your team leader to check your employment details?” He returned from the call with a huge smile on his face, and tried to make me buy two televisions and a better refrigerator.

The Mitsubishi name worked magic for me once more in my career there. I had stupidly forgotten my passport on a trip to Frankfurt from London. The German border police were not impressed, particularly as I had no other form of ID, not even a driving license or credit card. I suddenly remembered my Mitsubishi security pass.

Again, the atmosphere improved dramatically, and one policeman even tried to make a joke of it – “we will let you through, if you can get us a Shogun!” (as the Pajero sport utility vehicle was known in Europe at the time).

I decided this was not a good moment to explain that Mitsubishi Corporation was not the same company as Mitsubishi Motors, and ruefully remembered how I had made the same mistake myself a few years previously in the job interview. In retrospect, it is intriguing that the Mitsubishi brand instantly evoked trust, even for a German policeman who did not really know what it stood for.

This was twenty years ago, but I suspect this paradox persists for Japanese companies when it comes to recruiting in Europe. There is a generally favourable view of Japanese companies, but nobody is quite sure what they do, and therefore there is a doubt as to whether becoming an employee of a Japanese company is a good career move.

It’s no surprise, therefore, that recently the larger Japanese employers in Europe are indeed putting more effort into broader corporate communications, rather than just product advertising. This is presumably in order to attract the best quality employees.

This article by Pernille Rudlin first appeared in the 10th June 2013 edition of The Nikkei Weekly and also appears in Pernille Rudlin’s book “Shinrai: Japanese Corporate Integrity in a Disintegrating Europe”, available as a paperback and Kindle ebook on Amazon.

Japanese companies should try treating foreign acquisitions not as lodgers but adopted sons

There has been a 33% drop in the number of overseas acquisitions by Japanese companies in the first quarter of this year compared to the last year. I view this as a temporary blip because of the weakening yen. However, recently announced corporate reshuffles show that senior executives are being asked to step down early if they are perceived to have been responsible for the failure of major overseas acquisitions. So there may be an element of “once bitten, twice shy”.

The most recent quarterly survey of 148 leading Japanese companies by The Nikkei indicates there is still an appetite for acquisition. Of the executives polled, 42.6% said they wanted to acquire companies both domestically and abroad, with North America and Europe being the favoured overseas destinations.

One way these executives could do a better job of acquiring overseas companies is to be conscious of the fact that Japanese companies behave like traditional Japanese families – and adapt their acquisition and integration processes accordingly. For example, Japanese families, even to this day, adopt son-in-laws, who take on the family name and become the heir, especially if there is a family business at stake.

Japanese companies seem reluctant to use the “adopted son-in-law” model for their overseas acquisitions. Sometimes the acquisition is more like a marriage – a long courtship of holding an equity stake in a large foreign company and then a final consummation some years later. And like a marriage, this approach requires effort and commitment on both sides, through thick and thin, to build a new family, with a new set of values and customs.

A more prevalent model seems to be treating the acquired overseas company like a lodger in the house, rather than a member of the family. So long as the lodger behaves, with no loud music late at night, and pays the rent on time, they are left to their own devices.

Initially North American and European companies may welcome this approach. They are allowed to continue as before, with plenty of autonomy and not much interference. However, like a lodger, they start to feel isolated from the family activities, and wonder whether they should be looking to move out to better lodgings. Or they may hit financial difficulties and stop paying the rent, at which point the Japanese landlord cracks down hard.

When North American and European companies acquire other companies, some attention is at least nominally paid to the cultural aspects, but the main focus is on integration or imposition of systems, structures, policies and targets. The acquired company is usually left in no doubt as to how they are going to have to adapt to the new parent, well before the ink is dry on the purchase agreement.

If Japanese companies do not feel comfortable with this clinical approach, then a lot more thought needs to go into how exactly their new overseas subsidiary can be a true adopted son and heir – or spouse.

This article by Pernille Rudlin first appeared in the April 22nd 2013 edition of The Nikkei Weekly and also appears in Pernille Rudlin’s new book “Shinrai: Japanese Corporate Integrity in a Disintegrating Europe” which is available as a paperback and Kindle ebook on Amazon.

The Emperor of Olympus dies, just before the judgement of Olympus

The instigator of the cover up of Olympus’ losses, Toshiro Shimoyama, died aged 89 of pneumonia, just before a suspended sentence was handed down to his successor, Kikukawa. Kikukawa avoided a prison sentence partly in recognition that he inherited, rather than perpetrated, the fraud which was then uncovered by Michael Woodford.

According to Eiji Furuyama, of the Japan Society for Business Ethics Studies, in his paper “For Whom the Whistle Blows: Olympus Financial Scandal” which I heard him present at the Association of Japanese Business Studies, Shimoyama was known as The Emperor, which gives you some clue as to how difficult it would have been to to expose what he did whilst he was still alive.

Furuyama also predicted that Kikukawa would get at least a partially suspended sentence, as he did not personally benefit from the fraud. Furuyama attended one day of the hearing, and described Kikukawa as surprisingly small in terms of presence, and clearly “a nice guy”. Furuyama has also met Woodford, as have I, and similarly concluded that his motives were good, although Woodford had suspected somebody somewhere was benefitting financially.

Furuyama concluded in his paper that the biggest fraud was Olympus’ – as a “socially responsible, incorporated firm” – decision to trade in speculative and fraudulent financial products in the first place.

The monozukuri of customer service

I mentioned in my previous article that there seems to be a monozukuri (literally “making things”) of customer service in Japan. This may seem an odd way of putting it, as monozukuri is often used to mean that manufacturing, and not the service sector, is given the most importance in society. In this case I am using “monozukuri” to mean “craftsmanship” – a pride in using ones hands to create something of high quality.

I remember when I was a little girl living in Sendai, coming home from school one day to find that the builders who were repairing our strange old ijinkan (purpose built for foreigners) house, had made tiny origami cranes out of some of my stamp collection. I was quite cross that my stamps had been ruined but my parents were delighted that these rough handed men could create something so delicate and fiddly.

I had learnt origami at kindergarten in Japan although I was never very good at it, lacking the patience to be as precise in the folding as is necessary to get the best result. Nonetheless it has given me a great appreciation of the skill of the assistants wrapping my purchases in Japanese department stores – especially at this time of year, as I make such a terrible mess of wrapping Christmas presents!

I also learnt Japanese dance as a child. Along with origami and the many other arts widely taught in Japan such as tea ceremony and kendo, there was emphasis not only on the way the body moves but how objects are handled – learning to fold a kimono or open a fan – which I am sure influences the way customer service is so gracefully and skilfully delivered in Japan.

Equivalent skills are not widely taught in British schools, so not only is it rare in the UK for gift wrapping to be offered but when it is, it is done badly. Usually you have to ask, and sometimes there is a charge. The only shop I have been to recently where gift wrapping was free, and beautifully done, was Floris, a family owned traditional perfumers in Jermyn Street, London. The assistant was not one of the family, as far as I know, but seemed to have pride serving me well, and was very knowledgeable about the products on offer.

This pride in being knowledgeable about the products is true of another retail chain which is consistently praised for its good service – Majestic, the wine merchants. Majestic consciously emphasises customer service as being a key value of its brand, and supports this through plenty of training for its staff. It probably helps that the customers Majestic attracts are wine enthusiasts, and therefore more likely to appreciate the knowledge and service that Majestic offers.

Monozukuri needs to be two-way to work. Both the provider and the customer need to appreciate the craftsmanship and knowledge involved. British customers are not as well educated as Japanese customers in this appreciation and therefore British service providers do not feel much pride in what they do.

This article first appeared in the December 28th 2009 edition of The Nikkei Weekly

What are companies for?

I mentioned in my previous article on customer service that there were multiple reasons for the differences in customer service between Japan and the UK and that these reasons could be traced back to different features in Japanese and British corporate cultures.

The first aspect I would like to look at is kigyou rinen (the mission of a company) and the historical beginnings of Japanese and British companies. As is well known, the Industrial Revolution started in the UK, but being first has not necessarily meant the UK got the best (London Underground rail would be one example). In fact we often ended up making lots of mistakes that others can then learn from.

An awareness of the social problems that arose from the Industrial Revolution in the UK is still strong in British people’s mentality. We tend to think of company owners as rich “fat cat” capitalists, ruining our green countryside with their “dark satanic mills” (from the famous British hymn, Jerusalem) and exploiting their workers, without any care as to their living conditions and health.

Japan’s later industrial revolution had its social problems too, but there were other strong forces, such as the urge to modernize Japan, and to be equal to Western nations in industrial and military power. The rinen or mission of Japanese companies that matured in the late 19th century reflect the idea that companies should be for the benefit of the nation, and this mission continued through to companies such as Matsushita, founded in the early 20th century, with “national service through industry” in its Seven Principles. Then after the Second World War, there was the amazing “Japanese Economic Miracle” where the whole nation worked so hard to bring Japan back to being a leading industrial nation. Again, companies founded around then, such as Honda, very much emphasised the happiness of its workers and the company’s social obligation.

If you look at the UK’s post-industrial companies and their corporate mission statements, you do not see much about contributing to society or the happiness of workers – until recently, when Corporate Social Responsibility became fashionable. Working class pride collapsed when traditional industries were demolished in the 1970s and 1980s, and people lost any faith in companies as caring employers thanks to the mass redundancies that happened around then. The service sector jobs that were meant to replace the jobs lost in mining, steel and engineering are seen as demeaning “Mc Jobs” and very insecure.

In Anglo Saxon capitalism, companies are meant to be shareholder oriented – profitability and returns to shareholders are the only goal. Unlike Japan’s stakeholder oriented companies, where the stakeholders are employees, customers and society, and shareholders come a low fourth in priority. Consequently, when a customer in the UK is facing a service sector employee, he is usually facing 150 years of class resentment, a loss of pride in manual labour and no sense that the company that person is working for has any care for their well being or duty to the customer or society as a whole. There are some exceptions to this, and I will investigate these in my next article.

This article originally appeared in Japanese in the Eikoku News Digest

In Japanese business, apologising for others can be sincere

A manager in charge of the customer call center serving North America, told me last week that she trains the call center operatives not to say ‘sorry’ when they respond to complaining customers. I assumed this was because in the US, saying ‘sorry’ would be seen as an admission of fault, compromising the company in any future law suit. It turns out this is not the only reason. “American customers don’t want to hear ‘sorry’,” she said. “They think it’s not sincere, and in any case, it is not the operative’s own fault, so why should they say sorry?” “What do American customers want, then?” I asked. “Resolution” she said, and added that operatives are also told to ‘acknowledge’ the complaint, and make some kind of empathetic statement, to show they realise that the customer has had a bad time.

This discussion of the American approach to customer complaints came up because I was describing in a training session what I thought was the right approach to dealing with mistakes in a Japanese context: say sorry, don’t make excuses (iiwake) and describe how this mistake is not going to happen in future (hansei, which literally means ‘reflection’). I was contrasting this with the British approach, which is to say sorry, but in a transparently insincere way, and then to go into lengthy or pointless explanations of why the error occurred, which usually sound like iiwake to my and most Japanese people’s ears. An infamous example is the pre-recorded announcement you hear all too often British railways; “We would like to apologise for the late running of this train, this was due to the lateness of the incoming train”.

Often British customer-facing staff won’t say sorry at all, for the same reason that the American customer service manager gave, which is that they feel that because the mistake was not their fault, or in their control, they do not need to apologise. This is very different to the sense of collective responsibility that customer-facing staff have in Japan. They will say sorry, very sincerely, even if it is not their own individual fault, because they feel that they are part of the company that made the mistake, so they do have responsibility and could have had some kind of control or influence on the outcome. They also wish to say sorry for the customer having had a bad experience.

A few weeks after I took over a sales role in a Japanese company, we lost some business from an important customer. It turned out that over the course of at least a year, we had been delivering raw materials to the customer out of sync with their production schedule, and at a price much higher than our competitors. Instead of blaming me, my team leader (who was also new to the job) went with me to the customer, and together we bowed deep several times, said “taihen moshiwake gozaimasen” (literally – “there is absolutely no excuse for this”), promised to lower our prices and deliver at more convenient times. The customer let us have 20% of the business back, on a trial basis.

This article by Pernille Rudlin originally appeared in the Nikkei Weekly. This and other articles are available as an e-book “Omoiyari: 6 Steps to Getting it Right with Japanese Customers”

Category: Japanese business blog