For the full Customer-Centric Transformation report, head here: http://bit.ly/2cRpfSP
Adopting a customer-centric business strategy requires a carefully planned and executed organizational transformation. That kind of change alone is difficult enough without the added pressure of unfounded fears and flawed assumptions. A 2016 Merkle study, in partnership with Adobe, revealed several truths that run counter to commonly held beliefs about what is required to successfully implement people-based marketing across the enterprise.
Our research findings, combined with more than 25 years of experience helping clients place their customers at the center of their business strategy, will help you build the case for change by providing you with key data points to support your initiative. Our new report dispels some of the common myths about transformation – misconceptions that can lead marketers down the wrong path by instilling either excess confidence or unnecessary fear.
3. Merkle & Adobe’s Research on Transformation
250 senior level
executives in the US
Have
recently completed
a broad scale
marketing/technology
transformation
initiative
Company revenue
$1 billion or more
Spans industries as
well as B2B & B2C
Who were the respondents?
Learn all of the truths and misconceptions of transformation in Merkle’s
Customer-Centric Transformation white paper. Click here to read the full report.
4. Business impact is… Incremental Substantial
Strategy is… Improving what’s in place Challenging what’s in place
Tactics are… Defined upfront Refined as you go
Approach is… One and done Iterative
O P T I M I Z AT I O N T R A N S F O R M AT I O N
Optimization vs Transformation
Learn all of the truths and misconceptions of transformation in Merkle’s
Customer-Centric Transformation white paper. Click here to read the full report.
6. Plan
Build
Sustain
Fail to Initiate
Plan never proceeded to
development
Fail to Adopt
Is not embraced by
organization, and abandoned
Fail to Launch
Enhancements never launch or
significantly under deliver against
expectations
Risks at Each Stage of the Transformation Process
Learn all of the truths and misconceptions of transformation in Merkle’s
Customer-Centric Transformation white paper. Click here to read the full report.
7. Transformation Success Requires…
Planning
Detailed plan and
formal PMO to
oversee work
streams and track
against milestones
Vision
Precise and shared
understanding of
business objective
and desired end
state
Organization
Processes, team in
place and ready to
support and
sustain change.
Team Skills
Team with the
right skill set and
allocated at an
adequate level
Sponsorship
Engagement,
commitment and
financial support of
senior executive to
the initiative
41% 42%
39%
43% 43%
24% 23%
16%
20%
17%
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
50%
Vision Sponsorship Management Execution Operations
Key Competencies for Transformation
Initiative a Success Initiative Not a Success
Learn all of the truths and misconceptions of transformation in Merkle’s
Customer-Centric Transformation white paper. Click here to read the full report.
8. “We don't need to waste time (and money)
on planning, we know what we want to do.”
9. Getting Planning Right is Critical to Project Success
Learn all of the truths and misconceptions of transformation in Merkle’s
Customer-Centric Transformation white paper. Click here to read the full report.
10. Planning: Vision Value Roadmap as the Foundation
Customer Journey Mapping Results
Roadmap
Value
Vision
Roadmap
Value
Vision
Learn all of the truths and misconceptions of transformation in Merkle’s
Customer-Centric Transformation white paper. Click here to read the full report.
11. Planning: Vision Value Roadmap as the Foundation
Roadmap
Value
Vision
Roadmap
Value
Vision
Benefit analysis, at actual realization
VALUE LEVERS (AT ACTUAL REALIZATION) 2014 2015 2016 2017 2018 2019 Total
FULFILLMENT(new accounts)
BENEFIT
IMPACT
85% $xx,036 $xx0,994 $3,598,034 $6,360,712 $7,982,265 $8,735,309 $xx,670,349
FULFILLMENT(existing accounts) 85% $13,620 $327,164 $xx07,419 $xx19,224 $xx43,134 $xx01,920 $9,412,480
CROSS-SELL (accounts) 74% $16,856 $xx0,975 $4,002,647 $6,183,391 $8,648,510 $8,933,262 $28,045,640
MIGRATEDCALLS (volume) 55% $4,560 $50,766 $134,155 $xx7,894 $221,911 $xx2,845 $852,132
ATTRITION IMPROVEMENT(existing HH) 74% $xx,274 $xx5,794 $xx46,999 $5,043,113 $xx23,857 $7,048,532 $xx,517,569
NEW CUSTOMERS (accounts) 86% $16,142 $469,572 $1,758,113 $xx08,044 $3,900,386 $xx68,347 $13,520,605
ATTRITION IMPROVEMENT(new accounts) 86% $xx,168 $xx3,040 $xx32,234 $4,653,342 $5,839,632 $6,390,540 $xx,242,956
$xx7,657 $xx08,304 $xx,679,600 $xx,665,721 $xx,159,694 $xx,620,756 $xx2,261,731
VALUE DRIVERS (AT ACTUAL REALIZATION) 2014 2015 2016 2017 2018 2019 Total
NEW CUSTOMER (ACQUISITION + ATTRITION + FULFILLMENT) $xx,347 $2,133,605 $7,988,381 $14,122,098 $xx,722,283 $xx,394,197 $xx,433,911
EXISTING CUSTOMER (CROSS-SELL + FULFILLMENT) $30,476 $xx8,139 $5,210,065 $xx02,615 $11,391,643 $11,935,182 $37,458,120
EXISTING CUSTOMER (ATTRITION) $xx,274 $235,794 $3,346,999 $5,043,113 $xx23,857 $xx48,532 $xx,517,569
CONTACT CENTER COST SAVINGS $4,560 $xx,766 $134,155 $xx7,894 $221,911 $242,845 $852,132
$xx7,657 $xx08,304 $xx,679,600 $xx,665,721 $xx,159,694 $xx,620,756 $xx2,261,731
TIMING IMPACT Weights
NON-FMP COSTS -> 6% 50% 71% 92% 100% 110% 40%
FMP -> 0% 10% 65% 100% 110% 120% 60%
NET -> 2% 26% 67% 97% 106% 116%
CROSS-SELL -> 1% 7% 75% 95% 112% 116%
BENEFITS 2014 2015 2016 2017 2018 2019 Total
FULFILLMENT(NEW + EXISTING)
BENEFIT
IMPACT
85% $xx,656 $xx88,157 $xx05,452 $8,479,936 $xx,725,399 $xx,737,229 $37,082,829
NEW CUSTOMER (ACQUISITION + ATTRITION) 86% $40,311 $1,172,611 $4,390,347 $xx61,387 $9,740,018 $10,658,888 $xx,763,561
EXISTING CUSTOMER (CROSS-SELL + ATTRITION) 74% $xx,130 $xx6,769 $xx49,646 $11,226,504 $xx,472,366 $xx,981,794 $50,563,209
CONTACT CENTER COST SAVINGS 55% $4,560 $50,766 $134,155 $xx7,894 $221,911 $242,845 $xx2,132
$xx7,657 $xx08,304 $xx,679,600 $xx,665,721 $xx,159,694 $xx,620,756 $xx,261,731
Recommendations - Mapping of recommendations based on effort and business impact
10
9
8
7
6
5
4
3
2
1
10987654321
LevelofImpact
Level of Effort
Quick Wins
Longer Term
The recommendations are plotted according to the prioritization exercise to determine potential quick win candidates
ab
c
d
e
f g
h
i
jk
a
b
c
d
e
a b
c
a
b
c
d
a
b
c
Ensure Data ConsistencyEstablish Data
Governance
Guidelines
Define Customer
Profile
Improve
Data Capture
& Integration
Centralized
Marketing
System
Determine DMP
Technology
Integrate
Digital Data
into DMP
Syndicate Data
From DMP Across
Digital Media
Consistent
Consumer Profile
Integrate Digital Data into
Event Stream
Increase Use of
3rd Party Data
Analytics &
Insights
Environment
Cross Media
Measurement
System
Media Scenario
Planning
Data
Visualization &
Reporting
Co-Marketing
Environments
Improve Visibility Over Current
Decision Management
Expand Rule Based Decisions
Across Channels & Media
Content
Management
Tool
Personalization
Across Media
Utilize
Addressable
Platforms
Expand Use of
Display Media
Site
Personalization
Change Content
Approval Process
Technology
Consistency
Across Brands
Centralized
Marketing
Technology
Ownership
25
Learn all of the truths and misconceptions of transformation in Merkle’s
Customer-Centric Transformation white paper. Click here to read the full report.
14. Operationalizing the Changes to Sustain Transformation
Learn all of the truths and misconceptions of transformation in Merkle’s
Customer-Centric Transformation white paper. Click here to read the full report.
15. Organizational Readiness: Organizational Strategy
» Organization structure to deliver
integrated programs
‣ Does your current organization
structure allow you to easily
collaborate and coordinate across
product/business unit silos to deliver a
customer- (vs. product-) centric
program?
‣ If not, is there a way to accomplish
that without a huge “re-org” effort?
16. Organizational Readiness: Operating Model
» Mapping current state
» Identifying gaps, pain points
» Defining future state flow
» Provide details about each step
including input, outcome, key
players, skill set
Learn all of the truths and misconceptions of transformation in Merkle’s
Customer-Centric Transformation white paper. Click here to read the full report.
17. Organizational Readiness: Roles & Responsibilities
» List of required role
based on defined process
» Indicate RACI for each of the
functional roles
» Develop position description
for each role
» Map roles and staffing level
against current team
Learn all of the truths and misconceptions of transformation in Merkle’s
Customer-Centric Transformation white paper. Click here to read the full report.
18. Download the Full Report
18
Learn all of the truths and
misconceptions of
transformation in Merkle’s
Customer-Centric
Transformation white paper.
Click here to read the full
report.
Hinweis der Redaktion
This truly is an incredible time to be a marketer. The reality of what media and channel technology can do today is finally catching up to the dream and promise of customer-driven, 1 to 1 marketing. In recent years the number of companies that are exploring broad-scale, customer centric transformation has absolutely skyrocketed. And it occurred to us that while there’s a lot of information about the tactics and technologies, there isn’t a lot of discussion about how to ensure a successful transformation.
I’ll start with highlighting findings from our research on the Truths and the Misconceptions of Transformation. [*] Then I’ll hand it off to Andre who will give us his first hand view of Lessons Learned from the Field as a leading vendor partner in the marketing technology space.
We’ll be discussing excerpts from our recently published white paper “The case for change” which is based on findings from our research on transformation, sponsored by our partner Adobe. We asked 250 senior executives to describe their company…their approach to transformation and to evaluate a recent broad scale initiative. The companies had revenue of $1 billion or more and spans multiple industries as well as across B2B and B2C.
Let’s come to a common definition of transformation. In particular the difference between optimization and transformation.
[*] “Optimization” typically means driving incremental impact and working with and within what’s in place. Tactics are usually clearly defined, and the approach is one and done.
[*]On the other hand, transformation is another animal altogether. Unlike optimization, the expected benefit is substantial and it’s all about questioning and challenging what’s in place. Also, unlike change, what’s needed to be done is often fluid and iterative and not always clearly defined.
Optimization can be successful within a business as usual environment. But transformation is much bigger, more complex and require… a broader scope, a more rigorous approach and specific competencies that may not be in place today.
So what exactly are the odds of success? [*]
This topic has been studied by a lot of smart people over the years and the research have been fairly consistent in finding that 70 percent of complex, large-scale change programs don’t reach their stated goals.
So let’s talk about how you can improve your odds of joining the 30% [*] who do succeed.
Typically we think of success and failure as all or nothing. But the truth is that when evolving an idea into reality, there’s the risk at every stage, starting with Planning. [*] These would be the projects that never make it into development – whether because funding wasn’t approved or the project just lost steam along the way.
[*] Next is the Build phase and there’s all sorts of ways for things to go sideways – maybe the enhancements are never launched or more commonly, significantly under deliver on expectations and probably over deliver on cost and timeline.
[*] Finally there’s the Sustain phase where the initiative is launched but doesn’t take hold and is ultimately abandoned.
As we review our findings we will be calling out where success factors may be specific to one or more of the stages.
So here are the key competencies required for a successful transformation and below you can see how the difference between those companies who had a successful transformation and those that did not in terms of their mastery of these pillars. First we start with Vision…
In this presentation I’ll be focusing on several of these competencies and referring to specific attributes that roll up underneath them
We’re going to present our research findings by framing them around some of the missteps or misconceptions that get in the way of success. Let’s start with this one [*]
I get it – you and your team want to make things happen and want to spend less time thinking and just jump into the action. However, committing to a formal planning process that’s appropriately staffed and adequately funded is essential. This is where an idea materializes into something more tangible.
Shortchanging this critical phase will have repercussions downstream in the project. We found in our research that companies with successful transformation initiatives were 2.2x more likely to have a formal program management office in place, 2.8x to require a business case and 2.5x more likely to develop and adhere to a multi-phased road map that helped them prioritize and plan out their efforts.
So what might a comprehensive Plan look like? Here at Merkle we think about the three tiers of Vision, Value, Roadmap [*]
First we start with an in-depth understanding of the current state. [*] Bringing the teams together to collaborate on identifying the pain points in the current customer experience and overall infrastructure and to begin creating the desired future state.
This exercise is important for two reasons – first is that you are gaining the perspective and expertise of a broad array of team members from across the organization. But just as important is that this and subsequent activities builds ownership and ultimately buy-in toward the transformation.
From this, we would build out the requirements for a subset of the highest priority interactions. [*] This results in the future state vision - one of the assets would be a future state customer journey to illustrate the desired experience flow but also to map out the data, technology, measurement and organizational infrastructure needed to support the future state.
As with the exercise of evaluating the current state, this map also does double duty in that it’s a tremendous communication and socialization tool. It bring to life the end state in a way that can be understood across every level of the organization.
[*] The Value part starts with a [*] prioritization of the interactions that make up the customer journey vision – with heavier weighting on those interactions that will drive high business impact. This becomes the input to a value tree analysis [*] where we understand the capabilities that enable each use case but also the KPIs and specific value drivers. Finally, these input roll up into the [*] overall investment and benefit calculations in the form of a Business Case
Finally, there’s the Roadmap [*] The prioritization that’s used for the value case is also a key input here [*] in that it informs the detailed description [*] of capabilities and enablers required to bring the use case to life as well as the accompanying blueprint [*] and flows into the final roadmap [*] which will guide the development process.
And our next misconception… [*]
[As we saw with our poll, technology is typically not the biggest barrier to success]
Of course, getting the technology components right is critical to a program’s success. However, it is the people factor of organizational readiness that will ultimately trip up your efforts.
This is the category where we see the big difference between successful and failure, in particular as it relates to sustaining the vision of your transformation
A key reinforcing mechanism to sustaining change is aligning incentives to the desired behavior. Successful initiatives were 3.3x more likely to focus on it. In addition to product-focused conversion and profitability metrics, the organization needs to incorporate an enterprise-level view of customer value that spans across products as a key performance indicator and rewarding the behavior we’re looking for… As the saying goes, “that which is measured, improves.”
Other areas of focus includes adapting workflow, processes and work groups where successful initiatives were respectively 2.5 times and 1.9 times more likely to address.
There are 3 components to address on this topic – Organizational Strategy, Operating Model and Roles & Responsibilities.
Let’s start with Organizational Model…All too often, it’s assumed that a transformation initiative will require a major “re-org.” But the truth is, the current structure may not need to change at all, or may only need minor tweaks. In fact, given the level of disruption and the complexities, a re-org is probably the last thing you’d want to consider. Really, who wants to deal with this?
So, before we go to the extreme of even considering re-org, let’s start with a couple of questions [read] <*> Chances are, there are ways to get your organization closer to a people-based marketing vision without dramatic org changes.
Now let’s get into Operating Model. This is really the make or break of whether transformation can be sustained.
First you need to map the current state process and highlight gaps that will hinder the organization’s ability to execute customer-driven programs. You will do this through a combination of individual and group interviews as well as review of any existing documentation.
The next step is to define what the future state flow should be [*] – in this example it’s the process of creating a Campaign Playbook. And For each process, you’ll want to double click on details, such as the step here of Developing Campaign Objectives. We’ll spell out what’s needed to execute this step including the input, the output, key players and skills set.
It’s a lot of work but this is the level of detail that’s needed, because you don’t want any surprises down the line.
Next is Roles & Responsibilities. Following through with our example of developing a Campaign Playbook, [*] here’s an example of the future state process, which then is laid out against the required people for each step.
[*] You want to start with a higher level RACI for each of the roles but very quickly will need to get into the details, including position descriptions as well as coming to terms about how your current team maps against the future state.
In our experience, you will very likely need to make changes to the team – whether that’s rebalancing current skill set and or ramping up your team size to deliver on the vision.