Mckinsey Quarterly 2018 Number 4

2018
2018 Number
Number 44
The new enterprise DNA

How advanced analytics, technologies,
and design are redefining the capabilities
you need
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2018 Number 4
THIS QUARTER
If you are anything like me, you’ve probably settled into some well-grooved
techniques for setting direction and solving business problems: We form
hypotheses on the basis of frameworks and mental models that simplify the
world; we test them through a combination of facts, analysis, pattern
recognition, and experience; and then, informed by the results of those tests,
we chart a course. There’s a lot to be said for this approach, which has its
roots in the scientific-inquiry method that helped create our modern world,
and which isn’t going away.
But it also isn’t enough. Leaders today can let go of their hypotheses and let
the data speak through the application of artificial intelligence and advanced
analytics. They can pursue radical change through human-centered design
techniques aimed at rising expectations and unmet needs. They can undertake
rapid prototyping to test, learn, and pursue initiatives that once might have
required months or years of study and planning. All of this requires fresh skills
and mind-sets that many leaders lack.
The individual challenge is multiplied many times for the enterprise as a whole,
and so is the prize: activating the organization to identify new business
opportunities and to disrupt before being disrupted. This issue of the Quarterly
lays out three critical priorities for seizing that prize. In “The cornerstones
of large-scale technology transformation,” my colleagues Michael Bender,
Nicolaus Henke, and Eric Lamarre provide a road map for companies
struggling to make the most of the advanced technologies and analytics at their
disposal today. The challenges, they suggest, are less about technology
per se than they are about integrating multiple technologies with one another
and stretching the last mile to derive value from them, and from the data
associated with them.
“The business value of design” also focuses on the importance of integration—
of design and the user with a company’s business priorities, and of multiple
perspectives, on cross-functional teams, pursuing iterative development
processes. My coauthors and I describe how to stretch toward this ideal and
show that reaching it isn’t just a nice-to-have these days; it’s a critical enabler
of financial success in just about any physical, service, and digital setting.
Building the skills and organizational alignment needed to deliver on the

promise of advanced analytics, technologies, and design is hard work and can
be unnerving for people at all levels. In “Digital strategy: The four fights
you have to win,” Tanguy Catlin, Laura LaBerge, and Shannon Varney explain
how to fight the fear, ignorance, guesswork, and diffusion of effort that can
be debilitating.
Together, these articles paint a picture of the changing corporate organism.

Offering further food for thought are leaders at Koç Holding in Turkey,
Ping An in China, the Rijksmuseum in Amsterdam, and SAP in Germany—
all of whom are redefining their organizations and the skills they need.
Their insights and experience underscore the degree to which a business isn’t
just a system for delivering value; it’s a bundle of capabilities that must
continuously evolve if the business is to thrive over the long haul.
Hugo Sarrazin
Senior partner,
Silicon Valley office
McKinsey & Company
Features
THE NEW ENTERPRISE DNA
39 The cornerstones of large-scale technology

transformation
A clear playbook is emerging for how to integrate
and capitalize on advanced technologies—across an entire
company, and in any industry.
Michael Bender, Nicolaus Henke, and Eric Lamarre
53 Taking digital transformation to the limits

at Koç Holding
The CEO and HR director of Turkey’s largest industrial
conglomerate describe how a leadership-development program
is preparing the company for a digital future—and shaking up
the status quo.
58 The business value of design

How do the best design performers increase their revenues
and shareholder returns at nearly twice the rate of their industry
counterparts?
Fabricio Dore, Garen Kouyoumjian, Hugo Sarrazin,
and Benedict Sheppard
73 Building the workforce of tomorrow, today

Software giant SAP is helping its workforce keep pace with
technological change and new strategic thrusts.
78 Digital strategy: The four fights you have to win

Yesterday’s tentative approaches won’t deliver; you need
absolute clarity about digital’s demands, galvanized leadership,
unparalleled agility, and the resolve to bet boldly.
Tanguy Catlin, Laura LaBerge, and Shannon Varney
THE NEW ENTERPRISE DNA (CONTINUED)
90 Building a tech-enabled ecosystem: An interview

with Ping An’s Jessica Tan
A culture of innovation and failing fast drives the Chinese
financial conglomerate’s expansion beyond traditional sector
boundaries and its early adoption of emerging technologies.
Features
94 Accidentally agile: An interview with
the Rijksmuseum’s Taco Dibbits
The director of the national museum of Dutch art and history
describes the central role of agility in the museum’s massive
renovation project—and in its drive for perpetual renewal.
106 Making work meaningful: A leader’s guide

People who find meaning in their work are happier, more
productive, and more engaged. Four practical interventions
can help make the search more likely to succeed.
Dan Cable and Freek Vermeulen
116 The link between meaning and organizational health

Employees are more likely to find meaning at work when the
organizations they work in are healthy.
Rodgers Palmer and Bill Schaninger
118 Blockchain beyond the hype: What is the strategic

business value?
Blockchain can generate meaningful value for many companies.
The key is figuring out what strategy makes sense, given your
customers’ pain points and your company’s market position.
Brant Carson, Giulio Romanelli, Patricia Walsh, and Askhat Zhumaev
Leading Edge
8 26
Closing the gender gap: A missed Choosing the right path to growth
opportunity for new CEOs To boost organic growth, most companies need
Many new CEOs reshuffle their top teams, a diverse set of initiatives—and how you sequence
but surprisingly few make them more diverse. them matters.
Can we do better? Abhinav Goel, Duncan Miller, and Ryan Paulowsky
Michael Birshan, Carolyn Dewar, Thomas Meakin,
and Kurt Strovink
13 INDUSTRY DYNAMICS
The symbiotic relationship between Learning from digital threats
organizational health and safety Incumbent companies are finding they have
Management practices focusing on “hard” strong hands to play as competition intensifies.
incentives, rewards, and consequences, as
well as on employees’ mind-sets and values, 32
make workplaces safer. Why banks are welcoming the disruptors
Randy Lim, Jean-Benoît Grégoire Rousseau, Partnerships with fintech companies are
and Brooke Weddle getting broader as start-ups offer new digital
capabilities and competitive business models.
17 Jay Datesh, Miklós Dietz, and Miklós Radnai
Setting the framework for car connectivity

and user experience 34
The connectivity experience of drivers and How OEMs can beat back digital challengers
passengers will soon be transformed, with Loyal customers such as farms and contractors
the potential for significant value creation. are looking to equipment suppliers for help with
Here is a framework to measure progress. advanced technologies.
Kevin Laczkowski, Niranjana Rajagopal,
Michele Bertoncello, Asad Husain, and Timo Möller
and Paolo Sandrone
21
What it takes to get an edge in the Internet 36
of Things Lessons from the beauty upstarts
Three practices can help differentiate Beauty players are embracing digital and
successful companies from those that struggle social media to tap into the industry’s hottest
to gain traction. growth areas.
Michael Chui, Brett May, and Subu Narayanan Sara Hudson, Aimee Kim, and Jessica Moulton
128
Taking the ‘outside view’
In this new series, we highlight the cognitive
and organizational biases that sometimes trip
up executives and undermine good decision
making. This quarter’s busted bias: the tyranny
of inward focus.
Tim Koller and Dan Lovallo
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Leading Edge
Research, trends, and emerging thinking
8 Closing the gender gap: 17 Setting the framework Industry Dynamics:

A missed opportunity for for car connectivity Learning from digital threats
new CEOs and user experience 32 Why banks are welcoming
the disruptors
13 The symbiotic relationship 21 What it takes to get
between organizational an edge in the Internet 34 How OEMs can beat back
health and safety of Things digital challengers
26 Choosing the right path 36 Lessons from the beauty

to growth upstarts
CLOSING THE GENDER GAP: A MISSED

OPPORTUNITY FOR NEW CEOS
Many new CEOs reshuffle their top teams, but surprisingly few make them
more diverse. Can we do better?
by Michael Birshan, Carolyn Dewar, Thomas Meakin, and Kurt Strovink
Diversity matters in the workplace. It boards that hire them, should be asking
is an important social issue, and a tougher questions about diversity and
performance imperative: more diverse asking those questions sooner than they
top-management teams appear to normally do.
benefit from a richer decision-making
dialogue, which can contribute to A missed opportunity
better financial performance.1
At the beginning of their tenures, new
CEO transitions matter, too. Our research CEOs typically change the makeup
has shown that a CEO’s likelihood of of their management teams. Our research
outperforming his or her peers depends shows that more than two-thirds of
heavily on the mix of strategic and chief executives replace at least half of the
organizational decisions made during the members of their top teams within two
first two years on the job.2 Manage- years of taking office.3 They may do so to
ment reshuffles—a critical piece of the per- strengthen the capabilities of those
formance puzzle for many new CEOs, teams, to embark on new strategic direc-
according to our research—should create tions, or simply to replace former peers
opportunities for new CEOs to boost they had competed against for the top job,
gender diversity. Too few do so, however, who may have different ideas about the
suggesting that new CEOs, and the way ahead. The management reshuffles
8 McKinsey Quarterly 2018 Number 4

that happen during transitions hold the Up from the bottom
potential to serve as “unfreezing
moments,” dramatically improving the First, new CEOs in the least diverse
representation of women at senior companies and industries seem to make
levels and sending a strong signal to the the most significant improvements in
organization that this issue matters gender diversity over the course of their
and that the CEO expects to increase tenures (exhibit). Chief executives who
gender diversity going forward. took over companies where women made
up less than 15 percent of the senior-
Yet only a small number of new CEOs management team, for example, increased
are taking advantage of the narrow window female representation, on average, to
of opportunity a transition provides to 14 percent, from 10 percent—twice the
boost the top team’s diversity (see sidebar, level of improvement achieved by all CEOs
“About the research”). For example, we who undertook management reshuffles.
found that within three years, gender diver- While the sample size is unfortunately small,
sity in senior teams that new CEOs the same effects are seen when looking
reshuffled increased by only two percentage at female incoming CEOs specifically.
points—raising the proportion of women
in management to only 14 percent, from Digging deeper, we found that CEOs who
12 percent. The picture of female repre- take the helm of companies in historically
sentation didn’t improve when we male-dominated industries made the
expanded the time period to cover manage- most significant improvements, although
ment reshuffles over the entirety of the the sample size was small. For instance,
CEOs’ tenures. new CEOs in heavy-industry sectors, which
had the lowest levels of female repre-
This finding suggests that even if a dearth sentation at the start of their tenures, more
of women in the management pipeline than doubled it on their executive teams,
limited progress during the transition period, to 13 percent, from an average of 5 percent.
those same CEOs didn’t change the Although the companies these CEOs
pipeline and promotion picture during their led started from a lower base and had the
tenures. The trend was consistent greatest room to improve, it is still positive
across time as well: CEOs who took charge that their companies are addressing
in recent years were no more likely to major imbalances even when the talent
promote women to senior roles than those pipeline doesn’t make this easy.
who became corporate leaders 20 or
30 years ago. And though our data focused The cost of complacency
solely on gender, research by our colleagues
on the additional difficulties faced by Our second finding was that, eventually,
women of color suggests that top-team diversity appears to hit a ceiling. New
transitions do little to help on that front CEOs at companies with the highest per-
either.4 Behind all the apparent inaction— centage of women in senior roles at
and missed opportunities—we found the point of transition were the least likely
three complex underlying patterns. to improve gender diversity. On average,
9
Q4 2018
New CEOs and Gender Diversity
Exhibit 1 of 1
Exhibit
New CEOs hired internally and CEOs in industries with less diverse teams are
more likely to make gains in gender diversity.
Female representation in senior management at start and end of a CEO’s tenure, %
Gender imbalance
CEO background at start of tenure Selected industries
100
Start of tenure
End of tenure
80
60
40
−3% +3%
20 +6%
0 +4% +8% +6%
0
CEO was CEO was Least diverse Most diverse Industrial and Energy and Financial
external hire internal hire (<15% female) (≥15% female) manufacturing materials institutions
in fact, companies with new CEOs where that women are well-represented in
women made up 15 percent or more leadership roles in companies when they
of the management team actually saw a account for only one in ten executives.
reduction in the proportion of women
in senior roles during reshuffles. The insider’s edge
We take this finding to mean that more Finally, as the exhibit shows, our research
diverse companies tend to become reveals that CEOs promoted from within
complacent over time: the arrival of a companies increase their gender diversity
new CEO is more likely to result in stag- to a much greater extent, on average,
nation or decline than to help the than those hired externally. The difference
organization capitalize on its momentum is stark: internal CEOs raised female
or positive starting position. The evidence representation on management teams by
suggests that once companies reach nearly six percentage points more than
a minimum standard of diversity, the per- external CEOs, who kept gender ratios
ceptions of their leaders—and, as a stable, on average. Again, this is also
result, their priorities—change. This con- the case when looking only at the female
clusion is consistent with the finding CEOs in our data set.
that nearly 50 percent of men believe

About the research
To understand how new CEOs reshape their top teams, we used our CEO-transitions database
to track the moments when companies change CEOs; the strategic moves CEOs make,
including management reshuffles; and these CEOs’ sector exposure and history before becoming
chief executives. We combined this information with data from BoardEx to measure the gender
change in the composition of the senior-management teams of these CEOs, from the start to the
end of their tenures. (BoardEx defines senior managers as C-suite officers and divisional and
regional heads.) These new data were complemented by insights from McKinsey’s ongoing Women
in the Workplace research, which explores, in more detail, the corporate pipeline, the support
women receive from their managers, the opportunities women believe they have, and the promotion
and attrition experienced by women relative to men.
This finding offers an interesting counter- board. Of course, both inside and
point to some conclusions of our earlier outside CEO hires are also susceptible
research on transitions more broadly. In to—and must guard against—their
that work, we found that CEOs hired own unconscious biases.
from outside companies were typically
bolder in the number of strategic moves Tough questions
they made early in the game. As a result,
they outperformed other CEOs over Even if CEOs do make progress on gender
their tenures, on average. balance early in their tenures, when they
have a mandate to undertake significant
The apparent divergence between bold management reshuffles, the job isn’t
strategic moves, on the one hand, finished. New CEOs who aspire to create
and a lack of corresponding boldness an inclusive culture that drives significant
in addressing gender issues, on the progress on gender diversity must ask
other, may result at least partly from the and answer several difficult questions:
difficulties some leaders face in over-
coming unconscious bias among other • How do I communicate the economic
members of the top-management and strategic imperative of creating a
team. CEOs promoted from inside tend diverse top team and make this a shared
to know where the talent is, and that goal throughout the organization?
helps them mitigate the impact of biases
among other senior executives. External • W hat specific measures to improve
appointees are less likely to have the gender diversity are appropriate for
same richness of information and may my organization, and how will I ensure
therefore find themselves defaulting that they take effect lower down
to male-skewing conventional picks the ladder?
recommended by other leaders or the
11
3 For
• How do I make sure that women a perspective on why CEOs should make bold
strategic moves early in their tenures, see Michael
are moving into roles with profit-and- Birshan, Thomas Meakin, and Kurt Strovink, “How new
loss responsibility, as well as roles CEOs can boost their odds of success,” McKinsey
Quarterly, May 2016, McKinsey.com.
overseeing support functions, to prepare 4 Fora deeper assessment of gender-diversity initiatives
them for broader executive roles? and the importance of addressing intersectional issues
with race, see Women in the Workplace 2017, LeanIn.Org
and McKinsey, 2017, McKinsey.com.
• How can I accelerate the pipeline of
female talent while ensuring that
Michael Birshan is a senior partner in McKinsey’s
fast-tracked women are supported London office, where Thomas Meakin is a
and helped to succeed? partner; Carolyn Dewar and Kurt Strovink are
senior partners in the San Francisco and New
York offices, respectively.
Success in this context is perhaps best
measured by the legacy that CEOs create The authors wish to thank Denis O’Connor and
for their successors: Will those who Markian Mysko von Schultze for their contributions
to this article, as well as Lareina Yee and Vivian
follow them be starting afresh from a disap-
Hunt for their expertise as leaders of McKinsey’s
pointing position, or maintaining momen- overall research on diversity.
tum on the back of real progress?
Copyright © 2018 McKinsey & Company. All rights reserved.
1 McKinsey research indicates that companies in the top
quartile for gender diversity in the executive team are, for

example, 21 percent more likely to outperform bottom-
quartile peers on EBIT margin and 27 percent more likely
to outperform them on long-term-value-creation metrics,
such as economic profit. See Vivian Hunt, Lareina
Yee, Sara Prince, and Sundiatu Dixon-Fyle, “Delivering
through diversity,” January 2018, McKinsey.com.
2 For a review of the characteristics of exceptional CEOs
and the kinds of moves they make, see Michael Birshan,

Thomas Meakin, and Kurt Strovink, “What makes a
CEO ‘exceptional’?,” McKinsey Quarterly, April 2017,
McKinsey.com.

THE SYMBIOTIC RELATIONSHIP
BETWEEN ORGANIZATIONAL HEALTH
AND SAFETY
Management practices focusing on “hard” incentives, rewards, and
consequences, as well as on employees’ mind-sets and values, make
workplaces safer.
by Randy Lim, Jean-Benoît Grégoire Rousseau, and Brooke Weddle
We have long observed that while safety Companies in the top quartile in organi-
standards in the workplace generally zational health, we discovered, have
improve across industries over time, indi- six times fewer safety incidents than
vidual organizations improve at different those in the bottom quartile, which
speeds. Many companies, moreover, strug- have almost three times as many incidents
gle to improve their safety performance leading to lost work time as companies
beyond a certain level. in the top quartile.
A high level of safety for all employees is Successful actions to improve safety
important in itself, of course, and when predictably include “harder” health-related
companies fall short they expose them- practices, such as habit-reinforcing
selves to greater liability, reputational incentive systems. But companies that
risk, and the danger of burdensome regu- have achieved unusually high safety
lation. What distinguishes companies standards also tend to focus on “softer”
that do well in safety from those that don’t? practices, such as encouraging employees
to “own” safety problems and to take
It may come as little surprise to learn that leadership in the search for solutions.
companies with superior organizational They also embed strong values among
health—those that align most successfully their employees.
around a clear strategy, execute it well,
and renew themselves over time—also tend Health and safety
to have the best safety records. But
recently, when we looked more closely McKinsey’s Organizational Health Index
at this relationship for companies with (OHI), our unique database tracking
similar risk profiles such as those in the thousands of companies across sectors
global energy and materials (GEM) sector, and regions, provides ample evidence
what struck us was not only the extent that organizational health improves financial
of the connection but also the interesting and operating results.1 We measure it
mix of management practices most by aggregating the views of employees
correlated with safety performance. and managers about nine key organizational
13
dimensions that have proved critical to term widely used by safety practitioners
health (“what employees see”), as well to describe a high state of safety maturity,
as 37 management practices that in which employees look out for one
promote those outcomes (“what leaders another from genuine concern. Yet it is
and managers do”). sometimes unclear how companies should
create such a culture. Our analyses of
To test the link between organizational the management practices associated
health and safety, we drew upon two widely with good safety outcomes are there-
accepted measures of safety: the total fore instructive.
recordable incident rate and the lost-time
incident rate.2 The US Occupational With the help of statistical techniques,
Safety and Health Administration and we have developed a short list of critical
writers of environmental, social, and management practices correlated
governance reports use these metrics to most strongly with safety. These can be
compare industries and groups. grouped into three broad themes.
McKinsey has both safety and OHI data— Financial and nonfinancial incentives
responses from almost 100,000 managers We found that consequence management
and employees—for 52 companies in (creating accountability by linking rewards
our database. When we analyzed them, and consequences to the performance of
we found a strong relationship between individuals and teams) is a critical manage-
organizational health and safety (exhibit). ment practice associated with safety. So
Companies with good safety records far, so predictable. Interestingly, however,
outperform their counterparts on all nine two practices—providing both financial
key organizational outcomes that con- incentives and nonfinancial rewards and
tribute to organizational health. In addition, recognition—are also important. Many
they are eight points above the sector companies focus a lot of effort on conse-
benchmark in outcomes related to inno- quence management to, for example, try
vation and learning. We also tested to mitigate unsafe employee behavior.
the relationship in a single global mining But our findings suggest that it is equally
company and discovered that better important to identify, reward, and explicitly
organizational health was associated with recognize the sort of behavior that
safety improvements at the site level. encourages safety, not least because it
forces managers to think through what
Health and safe management kind of behavior is required.
practices
Employee ownership of solutions
Leaders of organizations where safety is and learning
important, such as those in the GEM Another important group of management
sector, all recognize the importance of practices emerging from our data
corporate cultures. They might strive encourages employees to take ownership
to create a culture of interdependence—a of innovation and learning.3 Bottom-

Q4 2018
Org Health Safety
Exhibit 1 of 1
Exhibit
Top-quartile companies on organizational health perform better on health and
safety metrics.
Incidents per 200,000 hours worked¹

Total Recordable Incident Rate (TRIR)
Lost Time Incident Rate (LTIR)
1.5
1.2
0.9
0.6
0.3
0
Bottom quartile Middle quartiles Top quartile
Companies’ performance on Organizational Health Index
1 Global energy and materials sector example based on responses from almost 100,000 managers and employees in
52 companies. LTIR and TRIR figures were standardized per 100 full-time-equivalent employees, with the assumption that
employees work 40 hours a week and 50 weeks a year.
Source: McKinsey Organizational Health Index
up innovation involves encouraging and introducing change, which many see

rewarding employee participation as a source of risk. Our results, however,
in the development of new ideas and highlight the significance of line owner-
improvement initiatives. Top-down ship: in our experience, one of the most
innovation means that senior leaders effective bulwarks against accidents is
actively and publicly champion and the use of “near miss” programs, which
sponsor high-priority initiatives. Both encourage employees to identify hazardous
are particularly correlated with safety. situations and propose solutions before
Knowledge sharing and a culture that safety is jeopardized. Engaging employees
emphasizes creativity and entrepre- in the identification of problems and
neurship are other key ingredients. involving them in the design of solutions
raises the organization’s awareness,
Some organizations worry that fostering lowers its tolerance for risk, and improves
innovation might jeopardize safety by the chances of actually adopting a solution.
15
Leading with values actions such as providing supportive
Cultivating meaning—in other words, leadership and encouraging employee
ensuring that employees know how their ownership. They should remember,
work fits into the bigger picture—also moreover, that bolstering innovation and
emerged as a critical management practice creativity isn’t necessarily at odds
for safety. So did supportive leadership, with robust safety procedures and high
exemplified by leaders who build positive safety standards.
environments marked by harmonious
teams and care for the welfare of employees. 1 See Chris Gagnon, Elizabeth John, and Rob Theunissen,
“Organizational health: A fast track to performance

improvement,” McKinsey Quarterly, September 2017,
Change programs of all kinds, including McKinsey.com.
those designed to improve safety, can 2 Both numbers, standardized per 100 full-time-equivalent
succeed only when employees see their employees, assume that employees work 40 hours a week
and 50 weeks a year.
leaders as authentic. When actions 3 These practices are central to a continuous-improvement
follow words, employees take note. By performance culture, one of four winning combinations
of practices (which we call “recipes”) that we identified
promoting safety as a value—as some- through the OHI.
thing that follows you home—leaders create
a true sense of commitment and increase Randy Lim is an analyst in McKinsey’s New York
office, Jean-Benoît Grégoire Rousseau is a
their chances of fostering conviction partner in the Montréal office, and Brooke Weddle
among employees. Supportive leaders is a partner in the Washington, DC, office.
also help to create the learning culture
The authors wish to thank Hortense de la Boutetière
essential for improving safety. Ultimately,
and Pawel Poplawski for their contributions to
organizations focused on safety want this article.
employees to speak up and share their
concerns with one another. That can’t
happen without support from the top.
These research findings show that healthy

organizations are safer places to work
than unhealthy ones and that building
organizational health ultimately improves
safety standards. Companies need to
balance traditional hard incentives with

SETTING THE FRAMEWORK FOR CAR
CONNECTIVITY AND USER EXPERIENCE
The connectivity experience of drivers and passengers will soon be
transformed, with the potential for significant value creation. Here
is a framework to measure progress.
by Michele Bertoncello, Asad Husain, and Timo Möller
In the automotive sector, as elsewhere in The role of frameworks

the economy, digital forces are blurring
traditional industry boundaries, spurring To understand the role of generally
the formation of new ecosystems, and accepted standards, look no further than
placing large profit pools up for grabs. the framework for levels of vehicle
Vehicle data, spun off by surging vehicle autonomy, advanced by the Society of
connectivity, will be critical for generating Automotive Engineers (SAE) automation
revenue, reducing costs, and increasing taxonomy. The SAE taxonomy is at once
safety and could represent a value pool of comprehensive and simple. At each
up to $750 billion by 2030. ascending level of automation capability,
only one new element is introduced at
The value of this data will depend in part a time. Such stark classification reflects
on the acceptance of clear-cut standards. an engineering-oriented approach—
A common understanding and shared yes or no, zero or one. Through three
language will help players across the eco- years of cross-industry research, multiple
system communicate about current and global roundtables, 3,000 consumer
emerging opportunities. It will also make interviews and more than 100 interviews
it easier for consumers to compare of executives from companies ranging
features and capabilities of different offerings. from start-ups to large corporations, as well
No such standard exists today for user as our experience serving clients on this
experience in a connected car, one of the topic, the McKinsey Center for Future
key foundations for data-driven value Mobility has been seeking to bring similar
creation in mobility. As connectivity systems clarity to each distinct step change in
become progressively more complex, connectedness achievable in the coming
understanding the changes underway will months and years. The product of those
become increasingly problematic in the efforts is a framework to measure vehicle
absence of a universal framework. In this connectivity and the user’s experience:
article, drawn from years studying this the McKinsey Connected Car Customer
topic, we propose one. Experience (C3X) framework (exhibit).
17
Q4 2018
Connected Car
Exhibit 1 of 1
Exhibit
The McKinsey Connected Car Customer Experience (C³X) framework describes
five levels of user experience in connected cars, ranging from the most basic to
the highly complex.
Function is system-enabled Function is performed manually or not available
Basic vehicle Link to Personalization Multisensory Intelligent

monitoring driver’s digital for all interactions decision
ecosystem occupants for all making
occupants
Seamless
link to
environment
4
passenger experience
Strengthening links to
3 System is
Increasing vehicle
intelligent
and predictive
intelligence
System is
1 reactive
No connectivity
1 General hardware connectivity 3 Preference-based personalization 5 Virtual chauffeur

Driver able to track basic vehicle All occupants enjoy personalized All occupants’ explicit and unstated
usage and monitor technical status controls, their own infotainment content, needs fulfilled by cognitive AI
and targeted contextual advertising that predicts and performs complex,
unprogrammed tasks
2 Individual connectivity
Driver uses personal profile to 4 Multimodal live dialogue
access digital services via external All occupants interact live with vehicle
digital ecosystems and platforms and receive proactive recommendations
on services and functions

Connectivity, in large part, will be key to using
car data to generate revenue, optimize costs,
and improve safety.
Whereas autonomy and its levels can be much value they will be able to generate
defined as the extent to which drivers through a connected vehicle across
control how automobiles move (from full these levels.
driver control to no human intervention at
all), connectivity should be defined based Breaking down vehicle connectivity
on what car riders experience. The
distinction is not academic. Connectivity, Under the C3X framework, general
in large part, will be key to using car data hardware connectivity (level one) means
to generate revenue, optimize costs, and that the vehicle allows for only basic
improve safety. Artificial intelligence (AI) monitoring of its use and technical status,
will be used to anticipate and respond to and individual connectivity (level two)
vehicle occupants’ needs and commands, means that the vehicle can use a driver’s
leveraging in-vehicle sensors and data personal profile to access services on
on consumer preferences from multiple external digital platforms such as Android
digital domains, including social media, Auto and Apple CarPlay. The data
connected home, and connected office. monetization for these levels is already
core to how multiple businesses make
The more seamless a rider’s experience money, particularly (but not exclusively)
becomes, the more opportunities there digital natives. Automakers too are
will be to affect revenue, cost, and safety. starting to monetize connectivity; consumers
As technology in the connected-car are coming to demand and pay for
ecosystem becomes more sophisticated, basic connectivity features such as in-
consumer expectations will evolve in vehicle hot spots and usage-driven
parallel, creating a need to deliver higher- maintenance checkups.
value user experiences. The C3X frame-
work makes it easier to quantify value- Moving up the scale, when the user
creation opportunities associated with experience shifts from reactive to intelligent
increased connectivity. Players across and predictive thanks to artificial
the entire ecosystem will be able to intelligence, the value-creation opportunities
understand with greater precision what’s are amped up significantly. At level three,
necessary to take user experience focus expands beyond the driver and
to (quite literally) the next level and how onto all occupants, who are afforded
19
personalized controls, infotainment, meet full level-three capabilities as a
and advertising. Level four provides live standard offering yet, though some models
interaction through various modes have these features in select trims only.
(such as voice and gestures), allowing Our research shows, however, that by
drivers and passengers to have a “dialogue” 2030, nearly half of new vehicles sold
that feels natural with the vehicle and worldwide could be at level three or higher.
that enables them to receive proactive
recommendations on services and A common standard for connected-
functions. At the top of the scale, level car user experience would go a long way
five, the system becomes a “virtual toward enabling that reality. The C3X
chauffeur”—cognitive AI performs highly framework allows disparate players across
complex communication and coordination industries to speak the same language,
tasks, enabling it to anticipate needs brings clarity to complexity, and sets clear
and fulfill complicated, unplanned tasks markers for what comes next: a seamless,
for the riders. connected, and intelligent in-vehicle
experience. Now, consumers and eco-
Connectivity today—and tomorrow system players alike can share a common
understanding of exactly what that means.
About four out of five of vehicles on the
road today are at or below level one of the Michele Bertoncello is a partner in McKinsey’s
C3X framework. This demonstrates Milan office, Asad Husain is an associate partner
in the Toronto office, and Timo Möller is a
significant space for improvements. Many
senior expert in the Cologne office. The authors
vehicles in the premium segment, such are members of the McKinsey Center for
as the Audi Q7, BMW 7 Series, Cadillac Future Mobility.
Escalade, Lexus LX, Mercedes-Benz
The authors wish to thank Saral Chauhan for his
GLE, and Tesla Model X, to name a few, contributions to this article.
already meet the criteria for level two,
delivering a compelling connected in- Copyright © 2018 McKinsey & Company. All rights reserved.
vehicle experience to consumers.

Currently, no commercialized vehicles

WHAT IT TAKES TO GET AN EDGE IN THE
INTERNET OF THINGS
Three practices can help differentiate successful companies from those that
struggle to gain traction.
by Michael Chui, Brett May, and Subu Narayanan
Internet of Things (IoT) technologies have support their IoT strategy, as well as other
evolved rapidly in recent years and factors that may influence it, and sorted
continue to change how we interact with leaders from laggards based on their self-
our surroundings. For companies, IoT reported economic impact from IoT.2
brings new ways to monitor and manage We found that while a number of IoT “habits”
objects in the physical world, while play a role in successes, three are par-
massive new streams of data offer better ticularly relevant for C-level executives who
avenues for decision making (often may be considering heavier investment in
mediated by machines). The steady fall in IoT or searching for reasons their programs
prices of sensors and communications have failed to gain traction.
technologies, combined with a parallel rise
in understanding of how they can be Habit 1: Begin with what you already
applied, have raised the strategic impor- do, make, or sell
tance of IoT. As we have shown elsewhere,
this can produce immense value in There’s no single path to IoT success.
settings ranging from retail and healthcare Some companies focus on connecting
to manufacturing and technology. existing products to make them more
attractive and useful to customers. Others
Despite the promise, we continue to see exploit opportunities to achieve oper-
substantial differences in how well ational improvements that increase efficiency
companies apply IoT in their businesses. and lower costs. Still others push more
Targeting IoT applications correctly boldly, using connectivity to create entirely
and managing them effectively is far from new products or remake business
easy, leaving many companies stuck models (even moving into separate IoT
and unable to move beyond pilots. businesses). Our survey found that
To better understand what differentiates companies that achieved scale in IoT did
successful initiatives from struggling so by pursuing a variety of strategies—
ones, we surveyed IoT executives at and all with at least some degree of
300 companies—those that have moved success. However, when we looked more
beyond experiments and have scaled closely at the gains, we found that the
up IoT use in their businesses.1 We asked most successful companies often played
them about the practices that directly to their strengths—rather than betting
on unfamiliar markets or new products
21
(Exhibit 1). These IoT leaders, the group to farmers. In response, the company
getting the most economic benefit from shifted R&D investments to “IoT-enabled”
IoT, were nearly three times more likely products and services in existing lines of
to add IoT connectivity to existing products business. Their new system used farm-
they sell than the laggards were. Conversely, based sensors to read soil conditions
laggards—those in the bottom quintile continuously, relaying the information to
of economic returns—were significantly a cloud-based analytics platform that
more likely to focus on developing new farmers could use to monitor variations
IoT products or services. on their mobile devices. Other sensors
tracked irrigation levels and sent alerts
Playing to market strengths was the course whenever moisture readings hit predefined
chosen by strategists at an agricultural- levels demanding attention. With these
equipment manufacturer, after they real-time insights, farmers were able
observed digital players from outside to optimize their water and fertilizer use.
Q4 2018
the
IoT industry
leaders sizing up opportunities That, in turn, increased yields over the
to offer sophisticated
Exhibit 1 of 2 analytics services growing season while substantially
Exhibit 1
There are several strategies to achieve scale in IoT, but the most successful
companies often play to their strengths rather than bet on the new or unfamiliar.
% of respondents1 IoT priorities: leading companies

vs lagging companies
Laggards Leaders
My organization’s single
highest-priority IoT effort
26 35%
16 Develop new IoT products and
17
services to offer to customers
Optimize internal business operations

16
(eg, manufacturing, supply chain, or R&D)
Monitor the company’s products to

17
drive sales or service efficiency
23
Add connectivity and IoT capabilities 188%
24
to the company’s existing products
8
Optimize service operations (eg, field

27
services, maintenance, or staffing)
1 300 executives across 11 industries in Canada, China, Germany, and the United States.

reducing water, fertilizer, and fuel costs for smaller scale may be good for very early
equipment. As the manufacturer added days, there is a clear learning curve that
users, the growing quality and breadth of companies climb as they add use cases—
data improved the predictive capabilities and one that has a powerful impact. Our
of the system, further increasing value to research shows that a greater number
farmers who joined the ecosystem. of use cases correlates with economic
success (Exhibit 2), regardless of the
The success of the agriculture manufacturer use case or type of company.
underscores the advantages incumbents
often have in their ability to define use Take the experience of one major
cases for IoT that build upon existing prod- transportation-equipment manufacturer
uct lines, as well as their better line of whose initial IoT deployment, executives
sight on how improvements can create soon realized, just wasn’t bold enough.
value for customers. It had launched the IoT strategy with four
minimum viable products (MVPs) but
Habit 2: Climb the learning curve soon found that this narrow focus wasn’t
with multiple use cases improving performance as much as
expected. A cadre of IoT leaders pushed
Many companies become frustrated when against voices of caution and expanded
they don’t see early signs of transformative the number of MVPs to 11. Executives
impact from an IoT pilot. Our research also found that giving managers a larger
points to one key reason: a single use number of IoT projects (and products) to
case just won’t get you there. Scale, both oversee focused their attention, creating
in terms of number of use cases as a bias toward action. That momentum
well as the breadth of application, helps built on itself as the company’s best talent
maximize impact. Leading companies wanted to be part of the innovative
in our survey implemented on average push. A broad base of 30 IoT scrum teams,
80 percent more IoT applications than meanwhile, helped loosen bureaucratic
laggards. More widespread usage, it seems, decision-making rules. Finally, unexpected
forces a cultural shift. It stokes organi- efficiencies turned up as engineers
zational energy behind changes and creates were able to use similar data architectures
new mindfulness about the benefits of for multiple offerings and found
IoT. In a ripple effect, this momentum often numerous synergies among the digital
exposes weakness in technology along end products. The more aggressive
with gaps in talent—both in terms of in- use-case strategy produced in excess
house IoT skill levels and the numbers of of $1 billion in new revenue.
experts needed to implement IoT at scale.
This “go big” approach may seem counter- Habit 3: Embrace opportunities for
intuitive, particularly among executives business-process changes
who have fewer resources to deploy and
feel more comfortable focusing on a IoT is one of today’s most promising
small number of applications. While a (and exciting) technologies. But people
23
Q4 2018
IoT leaders
Exhibit 2 of 2
Exhibit 2
Implementing a greater number of IoT use cases correlates with financial
success, with the effect leveling off at around 30.
Financial-impact score¹
(higher = better)
50
r² = 0.55
40
30
20
10
0 10 20 30 40 50
Number of use cases
1 Financial-impact score: a metric synthesized from several cost, revenue, and/or margin-impact metrics, as measured on a
per-use-case basis.
create the conditions for value creation. company had connected three rolling
IoT has often been portrayed primarily mills with sensors in an IoT deployment.
as a technical-implementation challenge, The goal was to capture and analyze
with the drive for adoption spearheaded previously unused data from the machines.
by specialists in the CIO function. Yet Executives were pleased that they were
time and again we see that deriving real able to get the system up and running
business gains from IoT efforts requires in just three weeks, to help solve nagging
changes to a business process—the hard capacity constraints at the facility.
job of modifying the way a company does However, there was a problem: the insights
things. Connecting production equipment generated by the system weren’t being
to the internet, for example, will allow a used by the frontline employees.
company to manage usage more effectively
and predict when maintenance is needed. The management team responded by
However, if the surrounding business modifying a range of plant-floor processes.
processes aren’t modified and optimized, For starters, they simplified the complex
then value won’t be maximized. analytics that the system was churning out,
synthesizing the output into one number
Those second-order challenges were that measured operator wait time. This
manifest at one metals manufacturer. The change enabled line operators to recognize

immediately when bottlenecks in the that IoT increases the potential for
process were forming. The company then privacy breaches and data-security risks,
changed the inspection routes of plant- since there are many more information
area supervisors, whereby they circled nodes for hackers to penetrate. These
back to bottlenecked lines four times daily, risks need robust and continuous
checking in with the operators on how management, and those costs need to
many times they had to wait—and why. be incorporated into projected returns.
Those discussions resulted in a change to Finally, even companies with a good
daily plant-area “huddles” that included IoT track record shouldn’t think they can
the operators, who were given greater go it alone. Technical IoT ecosystems
latitude to adjust frontline processes to are growing—and improving—by the day.
resolve underlying issues before they Collaboration, often with smaller players
caused product-flow backups. The IoT- that have high levels of expertise in areas
informed process changes had a big such as software development, will
effect. Operators were able to identify provide a solid source of competitive advan-
several hidden causes of slowdowns tage. That will help companies accelerate
and stoppages, issues that earlier their programs and better position
problem-solving efforts had missed. Overall themselves to become IoT leaders.
equipment efficiency increased by
50 percent, saving hundreds of millions of 1 We surveyed 300 executives in Canada, China,
dollars in planned capital expenditures. Germany, and the United States, across 11 industries,
including C-suite, vice president, general manager,
or above, and all involved in the Internet of Things on a
This metals manufacturer learned that, in daily basis in production, beyond the pilot phase.
2 Among those surveyed, leaders reported at least
order to maximize IoT value, people have
15 percent aggregate cost and revenue impact from
to behave differently, make decisions Internet of Things usage. Laggards reported less
differently, and operate in a new normal of than 5 percent impact in revenues and costs.
rapid information flow. It’s not surprising,

Michael Chui is a partner with the McKinsey
then, that IoT leaders were three times Global Institute and is based in McKinsey’s San
more likely than IoT laggards to claim that Francisco office, Brett May is vice president,
having a strong ability to manage IoT, and is based in the Silicon Valley office, and
Subu Narayanan is an associate partner in
business-process change was a top-
the Chicago office.
three IoT capability.
The authors wish to thank Ridham Shah for his
contributions to this article.
As we noted earlier, companies need

to be attuned to other reasons why
IoT deployment may fall short. For one
thing, if the CEO and top team aren’t
focused on potential IoT gains, providing
visible encouragement (and adequate
resources) for the efforts, they are likely
to stall. Leaders need also to be mindful
25
CHOOSING THE RIGHT PATH TO GROWTH
To boost organic growth, most companies need a diverse set of initiatives—
and how you sequence them matters.
by Abhinav Goel, Duncan Miller, and Ryan Paulowsky
Innovation and growth are often lumped build business value with new products
together as management concepts, for or through business-model innovation.
good reason: it’s self-evident that innovation “Performers” grow by steadily optimizing
drives growth, and conspicuous fast commercial functions and operations.
growers often benefit from high-profile Our latest findings suggest that focusing
innovations. Our research, however, on two of these growth levers simul-
suggests growth-minded companies taneously will spur growth more effectively
stand to benefit by disaggregating the than emphasizing one.2
two concepts. There are, in fact, multiple
paths to growth, and the most common In fact, we found that more than three-
growth characteristics among above- quarters of companies that mastered
average growers often aren’t related to two or more levers grew faster than their
innovation. Significant as well, companies industry (Exhibit 1). This makes intuitive
aspiring to the highest levels of growth sense; combining two approaches allows
need to sequence their initiatives carefully. for synergies that can multiply impact.
Put differently: you probably can’t do Companies with strong reallocation
everything at once. practices (investors), for example, can
provide managers with the needed
How many levers? additional resources to optimize higher-
potential assets (performers). Too often,
In earlier research, we explored three this sort of helpful one-two punch is
broad profiles that describe how companies the exception: companies instead tend
achieve organic growth.1 “Investors” to emphasize what worked in the past,
tap new sources of funding or reallocate and thus to rely too heavily on a single
existing funds to capture new growth lens—which leaves potential growth on
for their goods and services. “Creators” the table.
There are multiple paths to growth, and the

most common growth characteristics
among above-average growers often aren’t
related to innovation.

Q4 2018
Growth levers
Exhibit 1 of 4
Exhibit 1
Few organizations follow more … yet those that do are more likely
than one approach to growth … to beat their industry’s average.
% of respondents citing mastery Number of % of companies placing in

of approach (n = 1,306) approaches top 2 quartiles for growth
52 0 45
21 1 62
15 2 77
12 3 77
What about three levers? In some What’s also true, however, is that it’s hard
sense, it’s the gold standard; a healthy to get innovation right: nearly half of all
proportion of top-growth-quartile the companies surveyed were weakest
companies were investors, performers, in creative practices, while fewer than
and creators.3 That said, executing one in five said innovation was an area
on every front simultaneously is more of greatest strength. In addition, our
than many companies can handle. research suggests that the pursuit of
That’s particularly the case for large innovation is not the surest way to move
organizations, where complexity tends to into the top-growth tiers. Rather, the
multiply as growth initiatives proliferate.4 most prevalent practices among above-
average growers reflected mastery
The power and limitations of of core investor and performer levers
innovation-led growth (Exhibit 3). Three of the top five practices
characterizing upper-tier growers
Creative companies are more heavily were related to investing: aligning on
represented among the fastest growers. priority markets, engaging in portfolio
And the ability to innovate consistently management informed by prospective
appears to separate the good growers returns, and overseeing resources top
in the second quartile from exceptional down. Two more were tied to performing:
ones in the top quartile. We found that developing high-value customer
exceptional growers were 56 percent development across business units and
more likely to have mastered creative measuring the voice of customers. The
practices (that is, reached the 70 percent prevalence among high performers
successful adoption level) than the of strengths related to smart resource
second-quartile firms (Exhibit 2). allocation and strong commercial
27
performance suggests that they are more the data are clear that a steady pace
than mere table stakes for growth and of change is vital: we found a positive
that executives should not take them for correlation between the number of growth
granted, even if they seem rudimentary. best practices adopted by a company
and the company’s growth-performance
Sequencing the growth journey quartile (Exhibit 4). Across all companies
surveyed, we found that employing two
Moving your growth journey forward in additional practices, on average, correlated
a structured way will sidestep a common with an organic-growth edge ranging
trap that we have observed: pushing from one to three percentage points.
growth and product initiatives almost Companies that regularly fine-tune and
haphazardly in hopes of jump-starting add to their capabilities appear to improve
a strategy. Instead, companies need a their odds of generating steady per-
more deliberate, stepwise approach to formance gains, providing additional
building
Q4 2018growth initiatives and capabilities. resources that leaders can reallocate,
While there
Growth is no iron law of sequencing,
levers as needed, to further their growth agenda.
Exhibit 2 of 4
Exhibit 2
Innovative companies that have mastered creative capabilities are more heavily
represented among the fastest growers.
Companies’ likelihood to have mastered a lens compared with those in a lower quartile, %
Top quartile vs 2nd

Lenses
Performer
Investor
Creator
31 21 56

Q4 2018
Growth levers
Exhibit 3 of 4
Exhibit 3
Third-quartile companies emphasized performance, while those in the second
quartile worked equally on performance and investment.
Companies’ likelihood to have mastered a lens compared with those in a lower quartile, %
3rd quartile vs bottom 2nd quartile vs 3rd

Lenses
Performer
Investor
Creator
87 48 44 54 48 18
Getting this right, in our experience, goes hold its own against rivals. Looking forward,
hand in hand with rigorous initiative the senior team is studying more
and performance management, which ambitious initiatives to accelerate growth,
includes rallying organizational support surpass competitors, and increase
for growth priorities; supporting market share. One avenue, for example,
them with capability building, incentives, would boost the use of advanced data
and cultural change; and looking for analytics, to gather deeper insights
opportunities to exploit synergies among on customer-procurement practices
new business initiatives. That’s the and emerging product preferences.
path a global manufacturer is following as Those data and greater mobilization
it strives to shift its growth performance across functions would help managers
in critical markets from lagging to leading. uncover and share insights about
The company has started by upgrading untapped growth opportunities. Margin
the effectiveness of its transactional pricing, improvements from the initial steps
marketing tactics, and core sales force— would provide the means, confidence,
priorities that, leaders believe, will help it and capabilities for more innovative
29
Q4 2018
Growth levers
Exhibit 4 of 4
Exhibit 4
Higher rates of best-practice adoption are correlated with higher growth-
performance quartiles.
Average number of best practices Bottom Top

adopted, all sectors quartile 3rd 2nd quartile
1.9x
Performer capabilities
(8 practices)
2.5 3.5 4.4 4.8
1.9x
Investor capabilities
(7 practices)
2.4 3.3 4.1 4.5
Creator capabilities 2.2x

(6 practices)
1.4 2.0 2.5 3.1
Companies that regularly fine-tune and add

to their capabilities appear to improve their
odds of generating steady performance gains,
providing additional resources to further their
growth agenda.

2 We studied dozens of corporate-growth programs
efforts. Sales teams, R&D, and product-
and paired those findings with insights from a panel
development functions, for example, of approximately 1,500 managers and executives
would be able use the data-driven globally, across 17 industries. We surveyed executives
on 36 practices and capabilities that supported
knowledge about customers and markets their growth strategies. About half were foundational
to collaborate more closely on new, capabilities such as contract management and
transactional pricing. The rest were advanced capa-
higher-margin offerings aimed at nascent
bilities that supported the three key levers or
customer preferences. approaches: creativity (6), investment (7), and
performance (8). We defined mastery of an individual
lever as successful adoption of 70 percent of the
supporting practices.
3 Top-quartile (exceptional) growth beats industry growth
rates by more than four percentage points.

Growth is difficult, but our research 4 Fewer than 15 percent of executives in our survey said
shows that it’s possible to bring a they were in the top quartile for mastery of all three levers.
disciplined approach to improving your
growth trajectory. Build momentum Abhinav Goel is an associate partner in
McKinsey’s Cleveland office; Duncan Miller is
through well-sequenced initiatives.
a senior partner in the Atlanta office, where
Support them with the right capabilities. Ryan Paulowsky is a partner.
And get your organization on board with
The authors wish to thank Kabir Ahuja,
a multifaceted approach that often will
Darin Bellisario, Kate Siegel, and Lisa Yu for
rest on a strong foundation of resource their contributions to this article.
allocation and execution before taking
on the tougher discipline of innovation. Copyright © 2018 McKinsey & Company. All rights reserved.
While this may challenge some traditional

growth tenets, it also offers a reason to
start moving—with confidence. What you
do well today prepares the way for the
next leg of the climb.
1 See Kabir Ahuja, Liz Hilton Segel, and Jesko Perrey,
“The roots of organic growth,” McKinsey Quarterly,

August 2017, McKinsey.com. In related research,
McKinsey looked at the share-price performance of
500 US and European companies over 15 years,
which showed that for all levels of revenue growth,
those with more organic growth generated higher
shareholder returns than those whose growth relied
more heavily on acquisitions. For more, see Marc
Goedhart and Tim Koller, “The value premium of
organic growth,” January 2017, McKinsey.com.
31
Industry Dynamics
LEARNING FROM DIGITAL THREATS

Incumbent companies are finding they have strong hands to play as
competition intensifies.
WHY BANKS ARE WELCOMING

THE DISRUPTORS
Partnerships with fintech companies are getting broader as start-ups offer
new digital capabilities and competitive business models.
by Jay Datesh, Miklós Dietz, and Miklós Radnai
As digital competition intensifies among programs. These programs typically

financial institutions, banks are finding involve them providing early-stage
that the start-ups they once considered financial businesses with management
threats can be valuable strategic and expertise, funding, and office space,
operational allies. Many are moving often as a prelude to deeper collaboration.
aggressively to widen collaboration with
fintech companies rather than develop Formal partnerships span a spectrum
solutions in-house, gaining access to of activities, with payments—including
innovative technologies and business real-time payments and cross-border,
models that are more efficient and offer blockchain-based transactions—being
customers greater convenience. especially fertile ground (37 percent of
Other advantages associated with such all partnerships). In operations (18 percent
partnerships include new customers, of partnerships), example activities
lower costs, and, perhaps more critically, include anti-money-laundering technology
exposure to an innovative culture that and video-based identification methods.
might help banks reinvent themselves. In lending, fintech companies drive
new customer referrals, while their robust
Our latest research finds that approximately digital platforms, from customer inter-
four out of every five of the top 100 banks faces to back-end loan processing, can
by assets (and other digitally advanced sharpen bank offerings. Other collab-
banks) have now partnered with at least orations have spawned the creation of
one fintech company (exhibit), up from highly personalized financial-management
55 percent just two years ago. On average, apps, fraud-detection systems based
each bank has forged four such on advanced-analytics expertise, and
tie-ups.1 Deals range from basic buyer– improved conversational customer-
supplier transactions to complex, service automation.
exclusive partnerships.
There are remaining rough patches with
In related moves, we found banks are also partnerships, such as the misalign-
stepping up their business-accelerator ment of incentives and capability gaps in

Q4 2018
Fintech Partnerships
Exhibit 1 of 1
Exhibit
In pursuit of digital transformation, banks are partnering with fintechs rather
than considering them as threats.
% of top 100 global banks that are: 100%
Partnering with a fintech company 79
Creating a business-accelerator
program 56
Partnering with an entity outside

the banking sector1 54
Creating a venture-capital or
private-equity fund 44
Establishing a digital bank under

a separate brand 23
1
For example, with a telecom or e-commerce company offering opportunities for customer-relationship marketing or cross-selling.
banks’ own arsenals. Banks also need to 1 The actual number of partnerships could be higher;
improve their execution game and speed the database includes only those that have been
up decisions to avoid having fintechs turn publicly announced.
away in frustration after an initial period of

Jay Datesh is a specialist in McKinsey’s Budapest
collaboration. But as banks strive to stay office, Miklós Dietz is a senior partner in the
ahead of peers that are digitizing, and Vancouver office, and Miklós Radnai is an
associate partner in the London office.
ahead of the big digital natives that are
entering banking markets, we expect the The authors wish to thank Gergely Bacso for his
contributions to this article.
partnership landscape only to become
strategically more important. Copyright © 2018 McKinsey & Company. All rights reserved.
33
Industry Dynamics
HOW OEMS CAN BEAT BACK DIGITAL

CHALLENGERS
Loyal customers such as farms and contractors are looking to equipment
suppliers for help with advanced technologies.
by Kevin Laczkowski, Niranjana Rajagopal, and Paolo Sandrone
Original-equipment manufacturers For farmers, GPS autosteering topped

(OEMs) face a host of challenges the list of compelling uses for new
as the machinery industry reaches a technologies. Farmers also liked variable
tech tipping point. application of inputs, such as determining
the right mix of seeds, water, fertilizer,
Value is shifting from hardware to software, and other soil enhancements, as well as
making OEMs’ central role in hardware predictive maintenance.
product development less attractive.
Online channels for aftermarket parts are Yet customers are also becoming more
becoming more prominent, putting demanding: they value data privacy,
pressure on traditional dealer channels. data access,2 and connectivity between
And high-tech companies are emerging their equipment.3 To navigate industry
as strong competitors in this space, as disruptions successfully, OEMs must
they are viewed by customers as trusted better understand both their customers’
suppliers, raising the stakes for OEMs. decision journeys and their changing
preferences. OEMs will need to stay on
Despite these threats, our recent survey their toes to fund these new offerings
of contractors and farmers found through productivity improvements. And
that OEMs still have strong cards to play.1 they should start thinking ahead by
Respondents in both sectors are bolstering their position in emerging tech-
enthusiastic about many new technology nology ecosystems, improving their talent
use cases, particularly those that can base, and revamping R&D processes.
be integrated into existing operations.
And they have high levels of confidence Our research shows that many construction
in OEMs to help them navigate through and agriculture OEMs in the United
this new era (exhibit). States ought to be able to generate value
from these new technologies that is
Contractors most favorably viewed four to six times their current profits. The
predictive maintenance and remote opportunity is there for those who can
monitoring, connectivity to project- seize it.
management software, digital aftermarket
sales, and operator-guidance systems.

Q4 2018
OEM High Tech
Exhibit 1 of 1
Exhibit
Contractors and farmers find new technologies that are easily integrated into
existing operations more attractive than those that require an entire redesign.
Contractors
Conversion¹
50
Digital aftermarket sales3
Predictive maintenance
40
and remote monitoring
Project-management software
30
Fully electric equipment Operator-guidance
Usage-based contracts system
20 Full automation
10
0 10 20 30 40 50 60 70 80 90 100
Attractiveness²
Farmers
Conversion¹
50 50
GPS
autosteering
40 40
Digital aftermarket sales³

Connectivity to farm-management software Variable application
of inputs
30 Fully electric agricultural equipment
Predictive maintenance
30
and remote monitoring

Usage-based contracts
20 20
Full automation
10 10
0 10 20 30 40 50 60 70 80 90 100
Attractiveness²
1 Conversion = average % of fleet expected to be converted to this technology.

2 Attractiveness = % of respondents who find this technology attractive or very attractive; based on a survey of 646 contractors
and 753 farmers.

3 Conversion here is defined as projected % of aftermarket parts not purchased through dealers in next 5 years.
1 In the autumn of 2017, we surveyed nearly 1,400

Kevin Laczkowski is a senior partner in McKinsey’s
North American businesses, split between contractors Chicago office, where Niranjana Rajagopal is
(646) and farmers (753). They had varying numbers of a consultant and Paolo Sandrone is a partner.
employees (from fewer than 10 to more than 1,000),
revenue, acreage, and activities. The authors wish to thank Asutosh Padhi for his
2 Ninety-nine percent of contractors and 95 percent of contributions to this article.
farmers say that it is somewhat or very important to
have access to their equipment data, as many of them For more, see “How OEMs can seize
perform on-site maintenance and repair. the high-tech future in agriculture and
3 Many respondents anticipate fewer brands in their fleet construction,” on McKinsey.com.
because of greater connectivity, so OEMs will need to
think about integrating their offerings. Copyright © 2018 McKinsey & Company. All rights reserved.
35
Industry Dynamics
LESSONS FROM THE BEAUTY UPSTARTS

Beauty players are embracing digital and social media to tap into the industry’s
hottest growth areas.
by Sara Hudson, Aimee Kim, and Jessica Moulton
Digital marketing and social media have This has not gone unnoticed: established
disrupted the $250 billion global beauty players are stepping up their digital
industry more severely than most other game, often with excellent results. One
consumer-goods sectors. “Born digital” approach is to buy into this new
brands, such as eyebrow specialist expertise: in 2016, traditional companies
Anastasia Beverly Hills and makeup made 52 acquisitions, many of them
producer NYX, have used social-media upstarts. Estée Lauder, for example,
tools to capture the attention of engaged, bought BECCA Cosmetics (makeup
beauty-conscious customers. This foundations), Too Faced (cosmetics),
generation of upstarts has already taken and a minority stake in Deciem (skin
10 percent of the color-cosmetics care). Another approach is imitation.
market and is growing four times as fast The big beauty companies are making
as legacy players (exhibit). And the significant investments in digital media
growth of born-digital challenger brands and influencer marketing: L’Oréal alone
could accelerate, with venture capital has hired 1,600 digital experts. A third
pouring into the sector. is incubation, in the form of corporate
venture-capital funds, such as LVMH’s
Born-digital brands recognize that younger Kendo, which has recently been
consumers engage with products successful with Rihanna’s Fenty Beauty.
differently than older consumers do. Their
use of channels, such as online videos The established beauty companies have
(“vlogs”) and influencer marketing through shown that they can and must adapt
social media to build a following, has to defend their position. It is a lesson that
been critical to their success. Charlotte other consumer-goods companies
Tilbury, for example, has ten times as would do well to heed.
many YouTube subscribers—many of
them looking for tips on applying Sara Hudson is an associate partner in McKinsey’s
London office, where Jessica Moulton is a
makeup—as the average legacy brand. senior partner; Aimee Kim is a senior partner in
Through these channels, the born-digital the Seoul office.
brands have created a way of marketing
that is more than transactional. Rather, For more, see “What beauty players can
teach the consumer sector about digital
it’s about creating a relationship with
disruption,” on McKinsey.com.
consumers and making them feel part of
a community centered on the brand.

Q4 2018
Beauty Players
Exhibit 1 of 1
Exhibit
In the beauty sector, some digital challengers are gaining share and growing
nearly four times faster than legacy companies.
Global color cosmetics1
2016 market share,³ % 10 26 39
Sales growth, CAGR,²

2008−16, %
15.7 4.9 3.8
Digital Legacy Legacy

challengers prestige mass
Sales, $ billion
2008 2 11 18
2016 6 16 24
1 Examples by category: Digital challengers = Anastasia, Too Faced, Urban Decay; Legacy prestige = Chanel, Dior, Lancome;
Legacy mass = CoverGirl, L’Oréal, Revlon.

2 Compound annual growth rate; sales measured by retail selling price at fixed exchange rates.
3 Remaining 25% of market share held by smaller/private-label brands.
Source: Euromonitor; McKinsey analysis
37
38
THE NEW ENTERPRISE DNA
Illustrations by Alessandro Gottardo

In this package
The cornerstones of
39 The business value
58 Digital strategy: The four
78
large-scale technology of design fights you have to win
transformation
Taking digital
53 Building the workforce
73 Building a tech-enabled
90
transformation to the of tomorrow, today ecosystem: An interview
limits at Koç Holding with Ping An’s Jessica Tan
The cornerstones of
large-scale technology
transformation
A clear playbook is emerging for how to integrate and
capitalize on advanced technologies—across an entire company,
and in any industry.
by Michael Bender, Nicolaus Henke, and Eric Lamarre
How does your company use advanced technologies to create value? This
has become the defining business challenge of our time. If you ignore it or
get it wrong, then anything from your job to your entire organization could
become vulnerable to rivals who get it right. The new technologies come
with many labels—digital, analytics, automation, the Internet of Things,
industrial internet, Industry 4.0, machine learning, artificial intelligence
(AI), and so on. For incumbent companies, they support the creation of all-new,
digitally enabled business models, while holding out the vital promise of
improving customer experiences and boosting the productivity of legacy oper-
ations. Advanced technologies are essential to modern enterprises, and it’s
fair to say that every large company is working with them to some extent.
In private discussions over the past year, we’ve asked more than 500 CEOs
whether they think technology can improve business growth and productivity
sufficiently to lift profits and shareholder value by 30 to 50 percent; a great
many have said yes. So far, though, that prize has remained elusive for a lot of
companies. Consider, for example, McKinsey research highlighting the
The cornerstones of large-scale technology transformation 39

large number of digital laggards, and the wide gap between them and
leaders: digitally reinvented incumbents—those using digital to compete
in new ways, and those making digital moves into new industries—
are twice as likely as their traditional peers to experience exceptional
financial growth.1
Most senior executives recognize the magnitude of the task before them.
Although incumbents possess advantages such as hard assets, customer
relationships, and valuable brands, those strengths—and the scale that
accompanies them—also vastly increase the complexity of digital transfor-
mation. Some enterprise-wide technology transformations come up short
simply because leaders have a difficult time creating coherent strategies
that stitch together their digital priorities with other major business objectives.2
What’s more, even companies that devise sound strategies are likely to
encounter two formidable obstacles to using advanced technologies at a trans-
formative scale. The first challenge is the sheer number and breadth of
technology solutions required to truly transform an enterprise, often in the
hundreds. The second one might be called the “last-mile” challenge:
redesigning a company’s processes to capture the value of new technologies,
in line with its strategic goals. Both sound technical, but they play out far
from the traditional IT organization and create headaches for the business
leaders who will need to guide their people toward new patterns of
thinking and operating.
A playbook for overcoming these challenges is starting to emerge across

industries. In this article, we’ll explore five cornerstone practices underpinning
the progress of successful companies:
• Develop technology road maps that strategically focus investments

needed to reinvent their legacy businesses and create new digital ones.
• Train managers to recognize new opportunities and build in-house

capabilities to deliver technologies.
• Establish a modern technology environment to support rapid

development of new solutions.
1
See “How digital reinventors are pulling away from the pack,” October 2017, McKinsey.com.
2
or more on this problem, see Jacques Bughin, Tanguy Catlin, Martin Hirt, and Paul Willmott, “Why digital
F
strategies fail,” McKinsey Quarterly, January 2018, McKinsey.com.

• Overhaul data strategy and governance to ensure data are reliable,
accessible, and continuously enriched to make them more valuable.
• Focus relentlessly on capturing the strategic value from technology by

driving rapid changes in the operating model.
DISTRIBUTED OPPORTUNITIES
The first scaling challenge is rooted in the sheer number of solutions that
a company typically needs to carry out its digital strategy successfully.
Consider, for example, a global mining company seeking dramatic productivity
improvement through technology. Boosting the productivity of a mine
would typically involve deploying solutions in a half-dozen broad domains
such as “better ore-body management through advanced analytics” or
“predictive maintenance to reduce maintenance costs and increase uptime.”
Each domain, in turn, might contain dozens of more specific opportunities.
Predictive maintenance, for instance, can be applied to drills, shovels,
and heavy-hauling trucks. For hauling trucks, specific solutions might be
needed to deal with operating conditions, drivers’ behind-the-wheel
behavior, and the reliability of truck components and systems. All told, we
estimate that it takes more than 100 technology solutions to maximize
the productivity of a mining operation (Exhibit 1). In industries as diverse
as banking, electric power, and retail, we have found that the benefits of
technology are distributed among a similarly large number of opportunities.
Across the business landscape of AI alone, McKinsey has inventoried more
than 400 meaningful use cases.
While some solutions deliver more bottom-line impact than others, none
will typically be a “silver bullet” that makes a genuinely transformative
impact on its own. And since many technology innovations can be replicated
by rivals within a year or two, the advantages they confer seldom last for
long. Enduring advantages are more likely to accrue to companies that can
sustain a high rate of innovation, consistently introducing new solutions
and improving them with proprietary data.
Creating a few pilot solutions is relatively straightforward, and many companies

have done so. During an initial experimentation phase, it’s normal to use
technology contractors and vendors to create solutions. But relying on third
parties becomes impractical once a company establishes a digital strategy
that calls for building a hundred or more solutions. Technology solutions must
be tightly aligned with business needs, and as users try them out, they’re
likely to discover shortcomings—necessitating progressive refinement. The
many handoffs that take place with external providers over multiple revision

Q4 2018
Digital Org Dynamic
Exhibit 1 of 2
Exhibit 1
Deploying technology solutions in half a dozen or more broad domains can
yield a significant gain in annual EBIT: potentially $1 billion or more for a global
mining company.
Example: A global mining company explores opportunities in the domain of predictive maintenance
Opportunity domains—each contains a rich Technology solutions—a hundred or more

set of potential technology solutions, any one across a number of areas will cumulatively sum
of which may yield a moderate gain. to large gains.
Tech-enabled transformation
In the domain of predictive maintenance, for example,
truck suspension is just one area among many to explore
Ore-body Integrated Automated Predictive Optimized ore Supply-chain Others

management mine planning operations maintenance processing optimization
(worth ~$200 million

in additional EBIT¹)
Drills Shovels Trucks Conveyors Others
Road Operating Components Others

maintenance practices
Air Exhaust Suspension Engine Others

conditioning (~$15 million
in EBIT¹)
1 Earnings before interest and taxes.
cycles make this iterative mode of collaboration expensive and inefficient.

Scaling up effectively therefore requires ample in-house technology-
development capabilities—capabilities that few companies possess.
THE ‘LAST-MILE’ CHALLENGE

The second challenge that arises in technology transformations is capturing
the business value of new solutions. Consider the predictive-maintenance
opportunity for the mining company described earlier: technology makes
it possible to boost productivity by performing maintenance only when a
truck’s condition warrants it, rather than adhering to a schedule of preventive
measures that are sometimes premature.
But the mining company won’t spend any less on labor and parts or keep
its trucks in service longer, unless it changes the work routines of many
maintenance-related experts. The reliability engineer minimizes excess
effort by learning to triage predicted maintenance events. To prevent the

downtime that can occur when trucks no longer come in on a known schedule,
the maintenance-planning team creates a new scheduling procedure, and
the inventory-management team finds a way of restocking that ensures the
right parts are on hand when trucks are brought in. The maintenance team
accelerates repair work based on new diagnostic information. And finally,
the financial-planning team reallocates the money saved on maintenance to
other activities or additional profits.
This example illustrates a decisive, often overlooked fact about technology

transformations: the value of advanced technologies largely comes from
performance gains beyond the operating unit or process where a technology
is applied. To realize this last-mile value, companies have to train people
in R&D, procurement, operations, marketing, sales, support, and other areas
to work in different ways. Incumbents routinely underestimate the effort
required—if they think about it at all. And the last-mile journey may be even
more challenging when the goal is to build entirely new businesses with
advanced technologies.
When a business commits to transforming itself with technology, the cost

of changing its operating model can easily exceed the cost of developing the
technology solutions. McKinsey has learned that businesses with highly
successful analytics programs, for example, are four times as likely as other
companies to devote more than half of their analytics-related spending to
embedding the use of analytics in their workflows and decision-making
processes. A company must therefore look at the release of each technology
solution not as the final act in a project but as a turning point that sets up
a new phase of operational changes.
ACHIEVING SCALE AND CAPTURING BENEFITS

The need for a large number of technology solutions and the last-mile challenge
may be familiar hurdles to readers who lived through the lean revolution
some 25 years ago. Capturing value from lean initiatives involved driving each
process change all the way through the operating model of the business.
No single lean project could generate a major performance improvement, but
a rich portfolio of lean projects could.
To make the transformation manageable, companies implemented lean projects

in waves, tackling processes or units of roughly 200 people at a time. They
first developed a vision for how each process or unit would be transformed.
Then they built benches of lean experts (often called black belts) to manage
change and ensure the new operating practices were adopted. Even though
lean methods were never proprietary, companies such as Toyota used them

to ceaselessly pursue small performance improvements, and thereby build
and protect an advantage over their competitors.
Our experience working with digitally reinvented incumbents suggests that

a similar playbook is emerging in tech-enabled transformations encompassing
five cornerstone practices described below.
Creating business-led technology road maps

Large-scale technology transformations can begin once CEOs and top leaders
have agreed on a bold, comprehensive digital strategy and an overarching
vision for how technology can enhance their companies’ performance. (For
more on crafting a digital strategy, see “Digital strategy: The four fights
you have to win,” on page 78.) The critical next step, one that too few executive
teams take with sufficient diligence, is to develop a road map of technology
solutions that will achieve the transformation vision. The road map is a
powerful tool because it aligns business and technology leaders on the sequence
of solutions to be developed (and, likewise, on the solutions that should be
deprioritized). It also articulates clear, ambitious objectives, whether for
building a new digital business that taps large, nontraditional revenue pools
or for steadily improving the productivity, quality, or customer satisfaction
of the core business. The mining business described earlier, for example,
devised a road map of solutions to help it deliver on a high-level vision for
using technology to significantly reduce hauling costs (Exhibit 2).
It’s crucial for business leaders, in collaboration with technology specialists,

to direct the creation of technology road maps for their units personally,
because they are best positioned to know the unmet needs of customers and
the sources of waste in their operations, and best able to target solutions
accordingly. They also can be held accountable for ensuring the successful
development and implementation of solutions, as well as the capture of
their expected benefits.
One global designer and maker of electronics products demonstrated a sound

approach to creating road maps when it plotted the transformation of its
manufacturing operations, as part of a broader effort to continue leading the
industry on cost, quality, and lead time. The leader of each major unit in
its value chain—inbound supply and logistics, circuit-board fabrication,
assembly, and outbound logistics—began by assembling a cross-functional
team of people to analyze the unit’s business processes from end to end,
paying close attention to customer or user pain points and sources of waste.
Next, the team articulated potential improvements (such as greater out-
put from circuit-board fabrication, lower assembly labor costs, and shorter

Q4 2018
Digital Org Dynamic
Exhibit 2 of 2
Exhibit 2
A mining company created a road map that prioritized specific technology
solutions to reach the targeted reduction in hauling costs.
Technology solutions Other solutions
$30 per
metric ton
Driving
behavior Engine $20 per
predictive metric ton
Suspension
maintenance
predictive
maintenance Maintenance
kits
Prioritized solutions
Maintenance cost: Maintenance cost:

starting point 3-year vision
Deprioritized from road map
Exhaust Maintenance Road

predictive workflow maintenance
maintenance
Brakes Parts
Augmented predictive inventory Maintenance
reality maintenance management automation
production lead times) and identified suitable technology applications.

In all, the teams defined more than 100 applications. Only 32 of those
were selected for development, based on the maturity of the underlying
technologies and the potential returns on investment.
Unit leaders grouped the 32 solutions into three waves to roll out over two
years, starting with low-cost options. In inbound supply and logistics, for
example, the first wave of solutions focused on using robots and AI to auto-
mate in-plant logistics or the movement of materials and components within
factories. The second wave called for automating warehouses in a similar
fashion, and the third wave anticipated the use of emerging technologies, such
as augmented reality, that would improve the accuracy and efficiency of
manual labor. Each unit prepared its road map independently, making con-
nections with other units where necessary. This way, each unit could focus
on building and implementing the solutions it needed to transform its area
of operations.

Digitally reinvented incumbents—those using
digital to compete in new ways, and those
making digital moves into new industries—are
twice as likely as their traditional peers to
experience exceptional financial growth.
Building in-house capabilities

An essential component of achieving scale in a technology-enabled trans-
formation is having sufficient in-house technology expertise and talent.
One proven model for building a technology bench is the “technology factory.”
Such a factory is wholly at the service of the business and governed by
the business. It provides the sort of work setting that is necessary to attract
technology talent and achieve high-velocity development.
Scotiabank, a large international bank, set up such a factory in 2015. Headed

by the bank’s chief digital officer, the factory employs 700 technologists and
functional specialists, who are grouped into small agile teams that share
expertise, development tools and methods, and proprietary software and
analytics. Scotiabank structured its factory as a network of five hubs, with
one co-located in each of its five core geographic business units to promote
close collaboration. Scotiabank’s factory ordinarily develops 20 to 25 solutions
at a time. Over the past two years, factory-built solutions have helped the
bank to nearly double the share of sales made through online channels from
11 percent of revenues to 20 percent, on the way to a medium-term goal of
50 percent.
Scotiabank’s factory, like other successful ones we’ve seen, exhibits several
distinguishing features. Depending on the size of the company, a technology
factory typically employs between 50 and 1,000 technology specialists:
designers, software developers, data scientists, data engineers, platform
architects, AI experts, automation engineers, analytics translators, product
owners, and digital marketers, among others. The composition, scale, and
skill set of the factory’s workforce reflect the portfolio of solutions and the
development pace specified in business units’ technology road maps. With

road maps focused on optimizing customer journeys, Scotiabank initially
skewed its technology bench toward designers and software developers.3
To fill out a factory’s roster, companies usually have to search far and wide.
In our experience, it’s not unusual for half of a factory’s staff, particularly in
technical domains, to be recruited externally, which is partly why it can
take 12 to 18 months to set up a well-functioning factory. A staffing campaign
of this scale will falter if it is not directed by a leader with a proven ability
to recruit and retain digital talent. At Scotiabank’s factory, external hires
make up about 60 percent of the workforce, and the remainder hail from
the bank’s IT department and other business units. Scotiabank also provided
training to help the factory’s workforce establish a common working style
and set of methods. Internally hired business and technology experts, for
example, received coaching in agile development if they weren’t already
familiar with it.
Arguably, it’s even more important to spread knowledge of advanced tech-

nologies and their uses throughout the business. Interventions to effect
cultural change and skill building can take any number of forms. At DBS
Bank, CEO Piyush Gupta has noted, “One of the big things we focused on
was how to get the company technology literate.” After it learned that “classroom
sessions didn’t work,” DBS staged a series of 72-hour hackathons in which
its employees teamed up with people from tech start-ups to build apps.
Coming out of the hackathons, Gupta said, “The renewed confidence and
self-belief among employees was astounding.” 4
By contrast, one of the world’s leading steel plants, the Tata Steel IJmuiden
plant, in the Netherlands, offered on-the-job technology training with a “field
and forum” approach. The company provided some 200 operations managers
and engineers with enough training in advanced analytics that they could serve
as analytics “translators,” capable of spotting potential new opportunities to
use sophisticated techniques and then deploying them or acting as business
champions. Tata achieved this by cycling cohorts of managers through class-
room training forums while having them perform hands-on projects in the
field. The training curriculum left managers with a shared vocabulary and
understanding of concepts such as agile, technology stacks, data governance,
and data management. This common understanding of technology enables
3
ach technology factory will have particular staffing needs. For example, a steel company seeking to maximize
E
yields might need a main contingent of data scientists and analytics translators who can effectively bridge the
worlds of steel operations and analytics.
4
See “The digital reinvention of an Asian bank,” McKinsey Quarterly, March 2017, McKinsey.com.

senior executives and managers to quickly align in the pursuit of new
opportunities and to “pull” for the services and support of technology
specialists (versus having IT “push” solutions).
Modernizing the technology environment

Two features define the core of a modern technology environment: a data
platform and a development environment for producing software and
analytics code.5 Without these, a company’s tech-enabled transformation
quickly stalls and becomes mired in complexity. The good news is that
technological tools have evolved rapidly over the past two to three years,
and it is now possible to deploy these cloud-based solutions quickly and
at relatively low cost.
Nutrien, a global supplier of agricultural inputs, built a data platform—

a cloud-based middle layer—that centralizes information from 13 different
in-house systems, as well as from external data sources. The platform
makes the data readily available to a range of newly built employee- and
customer-facing applications, such as online commercial transactions
and agronomic services for farmers. Technology architects linked both legacy
systems and new digital applications to the data platform through appli-
cation programming interfaces (APIs). Whenever a core system or a digital
application is upgraded or added, architects unhitch the old program
from the data platform and hook up the new one—with minimal disruption.
Introducing a data platform made Nutrien’s enterprise architecture modular
and flexible, creating a so-called two-speed architecture that easily
integrates fast-evolving customer- and user-facing solutions with slow-
evolving legacy systems.
In addition, Nutrien set up a modern software-development environment.

The environment enables multiple developers to work on the same appli-
cation in parallel and automates software testing and in-production release
of new applications, reducing cycle times from months to hours. This new
way of working is key to developing and improving software at a swift pace,
especially once a company moves beyond the pilot phase of its transformation.
Data platforms and code-development environments should be among the

first investments that companies make to facilitate the expansion of
their technology programs. Although the cost and complexity of such efforts
5
here are other aspects of a modern technology environment not addressed here such as bandwidth,
T
computing power, connectivity, real-time processing, storage, and virtualization.

increase with the number of legacy systems and external data sources,
as well as with the volume, sensitivity, and real-time nature of data in play, these
additions are now easier to make with modern, cloud-based tools. The
Nutrien business unit described above went from concept to live operations in
less than six months, using off-the-shelf tools, and spent less than $10 million.
Overhauling data strategy and governance

Every executive understands that data are a source of competitive advantage,
but surprisingly few have put in place the business practices to capitalize
on the value of data. As companies move beyond piloting solutions, they find
that their data are messy, hard to access, and undifferentiated from their
competitors’. Scaling beyond a few solutions becomes complex and slow for
them, and often yields unimpressive results because the underlying data
are poor.
It doesn’t have to be this way. The value of data is directly related to the
technology solutions that the data enable. Data strategies therefore should
start with the technology road map described earlier and, for each tech
solution, articulate the data needed. If you want to automate insurance under-
writing by relying solely on the customer’s name (rather than using medical
tests and customer form filling), you need a vast array of external data—and
a permissive regulator. If you seek instead to automate claims manage-
ment, your data requirements may be very different. Prioritizing the data
domains that support the initial set of solutions on the technology road
map is a critical first step.
Next, the prioritized data domains should guide the data ingestion efforts, be
it from legacy systems or external data sources. Value in data is often
unlocked by linking data from very diverse sources. For example, Aston
Martin substantially reduced the development time of new luxury cars
by linking data from around 30 different sources, ranging from team com-
position and product drawings to parts features. In parallel, the chief data
officer should be developing the appropriate data-management processes,
such as establishing conventions (a “master data model”) for defining data
down to the syntax of customer names and assigning, to explicit data
owners, responsibility for maintaining high-quality data. Data management
has become an essential capability to any successful technology transformation.
Many leading players regard their data strategies and models as a long-term,
multiperiod chess game. Ping An, a leading Chinese financial institution,
started with data in banking and insurance and over time developed a customer-
data ecosystem across nine industries ranging from automotive to healthcare.

The value of data is directly related to the
technology solutions that the data enable.
Data strategies therefore should start with
a technology road map and, for each tech
solution, articulate the data needed.
(For more, see “Building a tech-enabled ecosystem: An interview with

Ping An’s Jessica Tan,” on page 90.) Some companies obtain data assets
through M&A. IBM’s acquisitions of Explorys and Phytel, for example,
were healthcare-data plays. Many innovative companies, not satisfied with
the data “exhaust” they can collect or buy, strive to create new data that
are directly relevant to their anticipated use cases. An energy-trading business,
for instance, is deploying webcams next to power-generation sites to
understand the volume and mix of fossil fuels being burned and to better predict
future regional demand. Examples such as these speak to the iterative
nature of data-strategy efforts and to the importance of continually enriching
your data assets. We strive for the same at McKinsey, by conducting an
annual strategic process to consider which data sources and partnerships,
among nearly 200 functional and industry data domains, should be
expanded in the following year.
Changing the operating model to capture technology’s value

Scotiabank’s road map for enhancing its online credit-card application
highlighted an array of technology solutions: digital marketing tools to find,
target, and attract customers on the web; a streamlined application
process that would cut the rate at which customers abandoned partly completed
applications; and advanced analytics to improve pre-approvals, for
example. While these solutions stood to improve customer satisfaction
and reduce unit costs, Scotiabank could only capture the benefits by
making corresponding operating-model changes across many different
areas such as rebalancing online and offline marketing investments,
and reducing staffing levels in the back- and mid-offices. These changes,
some of which are still underway, are helping the bank to increase
online card sales substantially while cutting acquisition costs compared
with in-branch applications.
Time and again, though, we have seen companies succumb to the last-mile
challenge, deploying new technologies in one area of the business but failing

to make value-creating adjustments to its operating model in other areas.
Last-mile value capture must begin with understanding how technology
will change the business model and its underlying economics. By tracking the
expected impact of technology systematically across many organizational
units, companies can learn to work across silos and capture the full benefit.
(For more on capturing the full benefits of transformation, see the online
sidebar to this article, “The big roadblock to digital implementation,” on
McKinsey.com.) Reconciling competing incentives across organizational
units is a classic example of this. A plan to sell more credit cards online, for
instance, might go over badly with the head of the retail-branch network
who is rewarded for in-branch revenue increases.
We’ve seen several CEOs accelerate their companies’ technology transfor-

mations by appointing a senior executive to a multifaceted leadership role
that includes driving cross-unit collaboration, mapping where technology
benefits are expected, holding leaders accountable for capturing those
benefits, resolving conflicting incentives, and removing impediments to
value-capture efforts. Once issues such as these are clarified for business-
unit and functional leaders, it’s easier to lock in their value-capture
commitments, to link that value to real-world performance improvements,
and to help them recognize the necessary, supporting changes to their
operating model. For example, asking a bank’s head of back-office operations
to reduce her staff by one full-time equivalent for every 1,000 credit
cards sold online (rather than through the branch network) helps the bank
progressively capture the benefits of its online credit-card application.
Ultimately, a technology-enabled transformation calls for a continuous,

enterprise-wide effort to improve the operating model. It is no longer a
one-time, big-bang, IT system deployment. As customers and internal users
adopt technology solutions, every business area that is affected adjusts
its processes accordingly. That can happen rapidly when the technology is
disruptive or a new digital business is being created, but more often, the
change unfolds progressively.
At many large traditional companies, a moment of reckoning has arrived.

Not only is it difficult to scale up technology transformations beyond a hand-
ful of pilot projects, but broad-based efforts to apply and integrate advanced
technologies are placing new demands on senior leaders. They must define
technology road maps to drive strategic use of resources, invest in technology-
development capabilities while training their managers, build a modern

technology environment that can support multiple, fast-evolving solutions,
ensure a strategic evolution of data assets across the enterprise, and
reinforce a commitment to operating-model changes that will capture the
business value of new technology solutions.
These enterprise-wide changes are critical to seizing today’s technology

opportunities, and tomorrow’s. After all, the real competitive edge comes from
repeatedly being first to market with innovative technological solutions and
integrating them deeply into the operating model of the enterprise. This is a
final lesson from the lean-management revolution. Lean methods were
widely known, yet Toyota and other companies still developed competitive
advantages by using lean to orient their organizations comprehensively—
from the CEO to the shop floor—toward the achievement of world-class
performance. The information-technology revolution is playing out in
a similar way. The companies that derive a true competitive advantage
from technology will be those that make tech-enabled transformation a
permanent business discipline.
Michael Bender is a senior partner in McKinsey’s Chicago office, Nicolaus Henke is a

senior partner in the London office, and Eric Lamarre is a senior partner in the Boston office.

Taking digital
transformation to the
limits at Koç Holding
The CEO and HR director of Turkey’s largest industrial conglomerate
describe how a leadership-development program is preparing
the company for a digital future—and shaking up the status quo.
Digital transformation requires the full support of a company’s top leaders.

But how do you instill a sense of urgency and purpose in leaders who believe
they are already at the top of their game? This was the case at Koç Holding,
Turkey’s $27 billion conglomerate with divisions in energy, automotive, finance,
consumer goods, retail, food, tourism, and other industries. In 2016, CEO
Levent Çakıroglu, with his top team, launched a digital-transformation program
aimed at remaking each of Koç’s 25 major businesses—most of which were
already market leaders in their respective sectors.
As Çakıroglu and HR director Özgür Burak Akkol explain in this interview with
McKinsey’s Peter Gumbel and Bengi Korkmaz, part of the answer was to
use the extreme conditions found in nature to push company leaders to see
their strengths and grow their capacity to lead in both familiar and unfamiliar
environments—a tall order for Koç’s traditionally conservative culture.
The Quarterly: If all your businesses were performing well, why was a digital
transformation necessary?
Levent Çakıroglu: Koç has been a leader in Turkey for decades and has
always adapted to change. But now, everything is changing faster than ever
Taking digital transformation to the limits at Koç Holding 53

before, thanks to the mobile-phone revolution, AI [artificial intelligence],
robotics, and other technologies—all of which are causing disruption. So, this
time we needed more than adaptation. We needed a full transformation. Koç
could not slip into the position of follower. Instead, we must lead the change.
The Quarterly: How did you decide where to place your resources?
Levent Çakıroglu: To start, we needed a groupwide assessment to under-

stand where we were in terms of our digital maturity. We needed to create
tailored road maps for each business based on its own strategic targets and
its specific industry dynamics and to be sure that we were all using the same
language across the group to describe the effort. At the end of the first year,
each company had a clear vision, a road map and yearly targets regarding the
transformation initiatives.
To learn more about the company’s transformation journey, see a series of short
videos featuring Koç CEO Levent Çakıroglu and HR director Özgür Burak Akkol
in the online version of this article, on McKinsey.com.
Levent Çakıroglu is the CEO of Koç Özgür Burak Akkol has been the HR
Holding. Prior to joining the company, in director for Koç Holding since 2014.
1998, Levent served in various positions Özgür joined the company in 2003 as
in Turkey’s Ministry of Finance, and from an HR assistant specialist.
1997 to 1998 was a part-time instructor
at Bilkent University.

We also structured four central initiatives—like advanced analytics and
Industry 4.0—which were not industry specific but relevant for the majority
of our companies. We supported and encouraged our company leaders and
experts to work in collaboration on these subjects. All of this helped us start
the journey together, with all the group companies. It was not an easy task.
The Quarterly: What was the key to getting the transformation off to a
strong start?
Levent Çakıroglu: We knew that to build a new culture we needed the full
support of the CEOs of our individual [subsidiary] businesses right from the
beginning. We needed them to assume ownership of the transformation,
and they have, very strongly. Remember: these are people who were delivering
double-digit growth annually. Our success could have been the biggest
barrier to change, but instead the CEOs have become the true drivers of this
transformation. Their belief in our underlying objectives was crucial.
To drive change further, we asked our group companies to identify and

nominate managers, directors, and others from their respective companies
to be change leaders and advocates of the transformation program from
within. I stressed that this needed to be a multidisciplinary approach. We
needed to have colleagues from sales, marketing, manufacturing, purchasing,
finance, supply chain—not just IT—to do this properly.
The Quarterly: How did you approach the challenge of changing behaviors
across such a disparate group of leaders?
Levent Çakıroglu: We knew that success would involve a lot more than just
gaining new technological or digital skills. The new business challenges
we face have new and different dynamics, and they impact people in many
different ways. We wanted our leaders to start by getting to know them-
selves. Only if we built a digital leadership program that enabled them to
better know and understand themselves—and understand their purpose—
could they develop the skills they needed.
This is ultimately how we determined that the focus of our leadership program
would be the top 200 leaders across Koç Holding.

“A digital transformation is the smartest way
to invest in our people. If we do that, if we
value them in the right way, they will be the
drivers of success no matter what kind of
change we encounter.”
—Levent Çakıroğlu, CEO of Koç Holding
The Quarterly: How did this thinking influence the design of the
leadership program?
Özgür Burak Akkol: To convey the need for change, we felt the program
needed to get as far away from “expected” as possible, to break away
from what the leaders had experienced before. The food, the location, the
language, the rules, the KPIs [key performance indicators], the follow-
ups—everything needed to be different than what people expected.
We designed the program to happen in three separate stages that take place
over the course of several months. The first stage focused on helping
the leaders build self-awareness, so they could see what it means to be an
adaptive leader. The next stage looked at applying what the leaders had
learned to digital change—working on skills like agile thinking, design thinking,
managing big data, and so on. Finally, we wanted to get the leaders to
directly adapt to uncertainty in a new way—so we had the program culminate
in five days of wilderness experience in the Alps and in Norway. This
phase was meant to help the leaders test their boundaries, work together as a
team, and overcome challenges, as well as to inspire them to lead.
The Quarterly: Why was the trip to the mountains so important?
Levent Çakıroglu: One leader said that while they were in the mountains,
she wondered if the course was designed to develop leaders—or to get rid
of them! [Laughs.] Of course, it was a joke. But it speaks to how we wanted
the participants to understand their physical and mental capacity under
difficult circumstances. Sometimes, we need such extreme experiences to
understand our real potential.

In fact, I believe there’s a direct link between the skills the leaders used in
the mountains and the skills needed to lead in a global company. We need
people with strong personalities who can take initiative and are willing to
support one another. We need people who aren’t afraid to challenge and
test the ideas of top management in a healthy way—and then work very hard
together as a team to deliver on a shared goal once we are aligned.
The Quarterly: By your own reckoning, you are two years into your digital
transformation, and you are beginning to see results across the company. What
would you say are the most important takeaways for the company thus far?
Levent Çakıroglu: The heart of our strategy has always been our colleagues,
our people. The real success factor behind Koç Holding will always be our
people. Some business people think of transformation in terms of processes
and new technologies. But I don’t look at it that way. A digital transformation
is the smartest way to invest in our people. If we do that, if we value them in
the right way, they will be the drivers of success no matter what kind of
change we encounter.
Levent Çakıroglu is the CEO of Koç Holding, where Özgür Burak Akkol is the HR director.
This interview was conducted by Peter Gumbel, editorial director of the McKinsey Global Institute,
who is based in McKinsey’s Paris office, and Bengi Korkmaz, a partner in the Istanbul office.

58
The business value
of design
How do the best design performers increase their revenues
and shareholder returns at nearly twice the rate of their industry
counterparts?
by Fabricio Dore, Garen Kouyoumjian, Hugo Sarrazin, and Benedict Sheppard
We all know examples of bad product and service design. The USB plug
(always lucky on the third try). The experience of rushing to make your
connecting flight at many airports. The exhaust port on the Death Star in
Star Wars.
We also all know iconic designs, such as the Swiss Army Knife, the humble
Google home page, or the Disneyland visitor experience. All of these
are constant reminders of the way strong design can be at the heart of both
disruptive and sustained commercial success in physical, service, and
digital settings.
Despite the obvious commercial benefits of designing great products and

services, consistently realizing this goal is notoriously hard—and getting
harder. Only the very best designs now stand out from the crowd, given the
rapid rise in consumer expectations driven by the likes of Amazon; instant
access to global information and reviews; and the blurring of lines between
hardware, software, and services. Companies need stronger design capa-
bilities than ever before.
So how do companies deliver exceptional designs, launch after launch?

What is design worth? To answer these questions, we have conducted what
The business value of design 59

we believe to be (at the time of writing) the most extensive and rigorous
research undertaken anywhere to study the design actions that leaders
can make to unlock business value. Our intent was to build upon, and
strengthen, previous studies and indices, such as those from the Design
Management Institute.
We tracked the design practices of 300 publicly listed companies over a five-
year period in multiple countries and industries. Their senior business and
design leaders were interviewed or surveyed. Our team collected more than
two million pieces of financial data and recorded more than 100,000 design
actions.1 Advanced regression analysis uncovered the 12 actions showing
the greatest correlation with improved financial performance and clustered
these actions into four broad themes.
The four themes of good design described below form the basis of the
McKinsey Design Index (MDI), which rates companies by how strong they
are at design and—for the first time—how that links up with the financial
performance of each company (Exhibit 1).
Our research yielded several striking findings:
1. We found a strong correlation between high MDI scores and superior
business performance. Top-quartile MDI scorers increased their
revenues and total returns to shareholders (TRS) substantially faster
than their industry counterparts did over a five-year period—
32 percentage points higher revenue growth and 56 percentage points
higher TRS growth for the period as a whole.
2. The results held true in all three of the industries we looked at: medical
technology, consumer goods, and retail banking. This suggests that
good design matters whether your company focuses on physical goods,
digital products, services, or some combination of these.
3. TRS and revenue differences between the fourth, third, and second
quartiles were marginal. In other words, the market disproportionately
rewarded companies that truly stood out from the crowd (Exhibit 2).
AN ELUSIVE PRIZE
In short, the potential for design-driven growth is enormous in both product-
and service-based sectors (Exhibit 3). The good news is that there are more
1
n example of a design action would be putting someone on the executive board with a responsibility for
A
design, user experience, or both. Another would be tying management bonuses to design quality or customer-
satisfaction metrics.

Q4 2018
Business Value of Design
Exhibit 1 of 5
Exhibit 1
Companies with top-quartile McKinsey Design Index scores outperformed
industry-benchmark growth by as much as two to one.
Annual growth (normalized), %
Top-quartile McKinsey Design Index performers

Industry benchmarks¹
Revenues
180
160 10%
140
3−6%
120
100
Total returns to shareholders
300
250 21%
200 12−16%
150
100
Dec Dec Dec Dec Dec Dec
2012 2013 2014 2015 2016 2017
1 The envelope was set by the minimums and maximums of three independent data sets: MDI 2nd, 3rd, and 4th quartiles; the
S&P 500; and a McKinsey corporate database of 40,000 companies.
opportunities than ever to pursue user-centric, analytically informed design

today. Customers can feed opinions back to companies (and to each other)
in real time, allowing design to be measured by customers themselves—whether
or not companies want to listen.
Lean start-ups have demonstrated how to make better decisions through

prototyping and iterative learning. Vast repositories of user data and the
advance of artificial intelligence (AI) have created powerful new sources of
insights and unlocked the door for new techniques, such as computational
design and analytics to value. Fast access to real customers is readily available
through multiple channels, notably social media and smart devices. All of
these developments should place the user at the heart of business decisions
in a way that design leaders have long craved.

Q4 2018
Exhibit 2 of 5
Exhibit 2
Higher McKinsey Design Index scores correlated with higher revenue growth
and, for the top quartile, higher returns to shareholders.
Revenue, % TRS,¹ %
20.6
15.0 15.3 15.0
10.0
6.3
4.0 4.6
Bottom 2nd 3rd Top Bottom 2nd 3rd Top

quartile quartile quartile quartile
Companies’ McKinsey Design Index scores
1 Total returns to shareholders.
What our research demonstrates, however, is that many companies have

been slow to catch up. Over 40 percent of the companies surveyed still
aren’t talking to their end users during development. Just over 50 percent
admitted that they have no objective way to assess or set targets for the
output of their design teams. With no clear way to link design to business
health, senior leaders are often reluctant to divert scarce resources to
design functions. That is problematic because many of the key drivers of
the strong and consistent design environment identified in our research
call for company-level decisions and investments. While many designers
are acutely aware of some or all of the four MDI themes, these typically
can’t be tackled by designers alone and often take years of leadership commit-
ment to establish.
Top-quartile companies in design—and leading financial performers—

excelled in all four areas. What’s more, leaders appear to have an implicit
understanding of the MDI themes. When senior executives were asked to
name their organizations’ single greatest design weakness, 98 percent of the
responses mapped to the four themes of the MDI (see following spread).

Q4 2018
Exhibit 3 of 5
Exhibit 3
The financial outperformance of top-quartile companies holds true across the
three industries studied.
McKinsey Design Index: difference between top quartile vs peers, 2013−18, percentage points
Overall average Consumer Medical Retail banking

packaged goods technology
108
56
41 42
32
25 27
18
Revenue TRS¹ Revenue TRS Revenue TRS Revenue TRS
1 Total returns to shareholders.
UNPACKING THE MDI

In the remainder of this article, we’ll describe the four clusters of design
actions that showed the most correlation with improved financial performance:
measuring and driving design performance with the same rigor as revenues
and costs; breaking down internal walls between physical, digital, and service
design; making user-centric design everyone’s responsibility; and de-risking
development by continually listening, testing, and iterating with end-users.
More than a feeling: It’s analytical leadership

The companies in our index that performed best financially understood
that design is a top-management issue, and assessed their design performance
with the same rigor they used to track revenues and costs. In many other
businesses, though, design leaders say they are treated as second-class citizens.
Design issues remain stuck in middle management, rarely rising to the
C-suite. When they do, senior executives make decisions on gut feel rather
than concrete evidence.

Q4 2018
Exhibit 4 of 5
The value of design
It’s analytical leadership It’s cross-functional talent

Measure and drive design Make user-centric design
performance with the same rigor everyone’s responsibility, not
as revenues and costs. a siloed function.
MO
G RE
L IN TH
EE AN
N AF AD
HA EP
R ET AR
TM
MO EN
T
MO T
RE UC
TH R OD
AN AP
AP AN
HA E TH
SE OR
M
It’s continuous iteration It’s user experience

De-risk development by Break down internal walls
continually listening, testing, between physical, digital, and
and iterating with end-users. service design.

When senior executives were asked to name their organizations’ single
greatest design weakness, their unprompted responses indicated an implicit
understanding of the four themes.
% of respondents
Create a bold, user-centric strategy 10
Analytical
Embed design in the C-suite 10
leadership
Employ design metrics 17
Nurture top design talent 8

Cross-
functional Convene cross-functional teams 9
talent
Invest in design tools and
4
infrastructure
Balance qualitative and quantitative

user research 8
Continuous Integrate user, business, competitor,

5
iteration and technological research
Test, refine, repeat. Fast! 6
Start with the user, not the spec 8
User Design a seamless physical, service,

4
experience and digital-user experience
Integrate with third-party products
9
and services
Note: The 2% of leaders who provided answers outside the MDI four themes are not shown.
Source: McKinsey Value of Design survey of 300 global companies, July 2018

Designers themselves have been partly to blame in the past: they have not
always embraced design metrics or actively shown management how their
designs tie to meeting business goals. What our survey unambiguously
shows, however, is that the companies with the best financial returns have
combined design and business leadership through a bold, design-centric
vision clearly embedded in the deliberations of their top teams.
A strong vision that explicitly commits organizations to design for the

sake of the customer acts as a constant reminder to the top team. The CEO
of T-Mobile, for example, has a personal motto: “shut up and listen.” IKEA
works “to create a better everyday life for the many people.” And as Pixar
cofounder Ed Catmull told readers in a McKinsey Quarterly interview,
to “wow” movie-goers continually, his company encourages its teams to take
risks in their new projects: Pixar considers repeating the formulas of its
past commercial successes a much greater threat to its long-term survival
than the occasional commercial disappointment.
It’s not enough, of course, to have fine words stapled to the C-suite walls.
Companies that performed best in this area of our survey maintain a baseline
level of customer understanding among all executives. These companies
also have a leadership-level curiosity about what users need, as opposed to
what they say they want. One top team we know invites customers to its
regular monthly meeting solely to discuss the merits of its products and services.
The CEO of one of the world’s largest banks spends a day a month with
the bank’s clients and encourages all members of the C-suite to do the same.
Through personal exposure or constant engagement with researchers,
executives can act as role models for their businesses and learn firsthand
what most frustrates and excites customers.
Many companies, though, acknowledge a worrying gap in understanding at

the top of their organizations.
Less than 5 percent of those we surveyed reported that their leaders could
make objective design decisions (for example, to develop new products
or enter new sectors). In an age of ubiquitous online tools and data-driven
customer feedback, it seems surprising that design still isn’t measured
with the same rigor as time or costs. Companies can now build design metrics
(such as satisfaction ratings and usability assessments) into product
specifications, just as they include requirements for grades of materials or
target times to market.

The value of such accurate insights is significant—one online gaming company
discovered that a small increase in the usability of its home page was
followed by a dramatic 25 percent increase in sales. Moreover, the company
also discovered that improvements beyond these small tweaks had almost
no additional impact on the users’ value perceptions, so it avoided further
effort that would have brought little additional reward.
More than a product: It’s user experience

Top-quartile companies embrace the full user experience; they break down
internal barriers among physical, digital, and service design. The importance
of user-centricity, demands a broad-based view of where design can make a
difference. We live in a world where your smartphone can warn you to leave
early for your next appointment because of traffic, and your house knows
when you’ll be home and therefore when to turn on the heat. The boundaries
between products and services are merging into integrated experiences.
In practice, this often means mapping a customer journey (pain points

and potential sources of delight) rather than starting with “copy and paste”
technical specs from the last product. This design approach requires solid
customer insights gathered firsthand by observing and—more importantly—
understanding the underlying needs of potential users in their own
environments. These insights must be championed at every meeting. Yet
only around 50 percent of the companies we surveyed conducted user
research before generating their first design ideas or specifications.
Combining physical products, digital tools, and “pure” services provides

new opportunities for companies to capture this range of experience. A hotel,
for example, might do more than just focus on the time between check-in
and check-out (the service element) by promoting early engagement through
social media or its own apps (the digital dimension) and providing physical
mementos aimed at encouraging customers to rebook. The reception team
of one big hotel chain we know gives departing guests a rubber duck adorned
with an image of their host city (such as clogs and tulips for Amsterdam).
The team includes a note suggesting that guests might like to keep the duck
at home as a reminder of their stay and could build a collection by visiting
the group’s other properties. This small touch led to a 3 percent improvement
in retention over time.
Design-driven companies shouldn’t limit themselves to their own ecosystems.

The best businesses we interviewed think more broadly. Ready-made
meals are popular with the hard-working singles who grab them on their way

home. A retailer of these meals has considered teaming up with Netflix to
devise a one-click meal-ordering system, which would come into play two
hours into an evening’s binge viewing when the customer would receive a
screen prompt. Mobile-payment services such as Google Pay and Apple Pay
were the result of a willingness to think across boundaries to devise easier
ways to access cash. A piece of plastic in your wallet is one solution, but how
much easier is it to use a device you already carry in your pocket?
More than a department: It’s cross-functional talent

Top-quartile companies make user-centric design everyone’s responsibility,
not a siloed function. In the tired caricature of traditional design departments,
a group of tattooed and aloof people operate under the radar, cut off from
the rest of the organization. Considered renegades or mavericks by their
colleagues, these employees (in the caricature) guard access to their ideas,
complaining that they have too often been burned by narrow-minded
engineering or marketing heads unwilling to (or incapable of) realizing the
designers’ grand visions.
We are not suggesting that this stereotype is still common—or that other
functions are necessarily to blame—but it can be surprisingly resilient. One
company we know, for example, unveiled a new flagship design studio to
much jubilation from the design community. Before long, all the designers
had moved their desks inside the studio, and had deactivated door access
for the marketing, engineering, and quality teams. These moves drastically
reduced the level of cooperative work and undermined the performance of
the business as a whole.
Our research suggests that overcoming isolationist tendencies is extremely

valuable. One of the strongest correlations we uncovered linked top financial
performers and companies that said they could break down functional silos
and integrate designers with other functions. This was particularly notable
in consumer-packaged-goods (CPG) businesses, where respondents from
companies that were top-quartile integrators reported compound annual
growth rates some seven percentage points above those that were weakest
in this respect.
Nurturing top design talent—the 2 percent of employees who make outsized

contributions in every business—is another important dimension of team
dynamics. Getting the basic incentives right is a part of this: in our survey,
companies in the top quartile for design overall were almost three times more

likely to have specific incentive programs for designers. These programs
are tied to design outcomes, such as user-satisfaction metrics or major awards.
Crucially, though, retaining great design talent requires more than promising
a big bonus or a career path as a top-flight manager. Carrots such as these
are not enough to retain top design talent if not accompanied by the freedom
to work on projects that stir their passion, time to speak at conferences
attended by their peers, and opportunities to stay connected to the broader
design community. Talented designers at a CPG company well-respected
for its design credentials started leaving because of the amount of time they
had to spend styling slideshow packs for the marketing team. Conversely,
Spotify’s appeal to top designers is often attributed to its autonomy-with-
connectivity culture and to a working environment characterized by
diversity, fun, and speed to market.
Design already touches many parts of a business: human–machine interactions,

AI, behavioral economics, and engineering psychology, not to mention
innovation and the development of new business models. While not a new
concept, “T-shaped” hybrid designers, who work across functions while
retaining their depth of design savvy, will be the employees most able to have
a tangible impact through their work.
They will only be able to do so, though, if they have the right tools, capabilities,
and infrastructure. That calls for the sort of design software, communication
apps, deep data analytics, and prototyping technologies that drive productivity
and accelerate design iterations. All of this requires time and investment.
We found a strong correlation between successful companies and companies
that resisted the temptation to cut spending on research, prototyping, or
concept generation at the first sign of trouble. Formal design allocations should
be agreed to in partnership with design leaders instead of appearing (as
they often do) as line items in the marketing or engineering budgets.
More than a phase: It’s continuous iteration

Design flourishes best in environments that encourage learning, testing, and
iterating with users—practices that boost the odds of creating break-
through products and services while simultaneously reducing the risk of big,
costly misses. That approach stands in contrast to the prevailing norms
in many companies, which still emphasize discrete and irreversible design
phases in product development. Compartmentalization of this sort increases
the risk of losing the voice of the consumer or of relying too heavily on one
iteration of that voice.

The best results come from constantly blending user research—quantitative
(such as conjoint analysis) and qualitative (such as ethnographic interviews).
This information should be combined with reports from the market-analytics
group on the actions of competitors, patent scans to monitor emerging
technologies, business concerns flagged by the finance team, and the like.
Without these tensions and interactions, development functions may end
up in a vacuum, producing otherwise excellent work that never sees the light
of day or delights customers.
In a successful effort to improve the user experience, one cruise company

we know talked directly to passengers, analyzed payment data to show which
food and activities were most popular at different times, and used AI
algorithms on security-camera feeds to identify inefficiencies in a ship’s layout.
At a medical-technology company, blending sources of inspiration meant
talking to a toy designer about physical ergonomics and to a dating-app designer
about the design of digital interfaces. These moves helped the company to
refine a device so that it appealed to customers with limited dexterity. The
resulting product was not only safer and easier to use but also beat the
market by more than four percentage points when launched.
Despite the value of iteration, almost 60 percent of companies in our survey

said they used prototypes only for internal-production testing, late in the
development process. In contrast, the most successful companies consciously
foster a culture of sharing early prototypes with outsiders and celebrating
embryonic ideas. They also discourage management from driving designers
to spend hours perfecting their early mock-ups or internal presentations.
Design-centric companies realize that a product launch isn’t the end of

iteration. Almost every commercial software publisher issues constant updates
to improve its products postlaunch. And the Apple Watch is one among
many products that have been tweaked to reflect how customers use them
“in the wild.”
A FIRST STEP TOWARD GREAT DESIGN

We realize that many companies apply some of these design practices—a strong
voice in the C-suite, for example, or shared design spaces. Our results,
however, show that excellence across all four dimensions, which is required
to reach the top quartile, is relatively rare. We believe this helps account
for the dramatic range of design performance reflected in the observed
companies’ MDI scores, which were as low as 43 and as high as 92 (Exhibit 4).

Q4 2018
Exhibit 5 of 5
Exhibit 4
Initial survey results reveal a wide range of design performance.
McKinsey Design Index: companies’ score vs the average (n = 173)
95
90
85
80
75 Average
score
70
65
60
55
50
45
40
Source: McKinsey Value of Design survey of global companies, July 2018
The diversity among companies achieving top-quartile MDI performance

shows that design excellence is within the grasp of every business, whether
product, service, or digitally oriented. Through interviews and our experience
working with companies to transform their strength in design, we’ve also
discovered that one of the most powerful first steps is to select an important
upcoming product or service and make a commitment to using it as a pilot
for getting the four elements right. This approach showed far better financial
results than trying to improve design as a theme across the whole company—
for example, conducting trials of cross-functional work in isolation from real
products or services.
One medical-equipment group we know rallied around the design of a new

surgical machine as it sought to head off a growing threat from competitors.
The commitment of the CEO and senior executives was intense; executive
bonuses were tied to the product’s usability metrics and surgeon-satisfaction
scores. Cross-functional and co-located teams carried out more than
200 user tests over two years, from the earliest concepts to the detailed
design of features. In all, more than 110 concepts and prototypes were
created and iterated. The final design’s usability score—a measure of customer
satisfaction—exceeded 90 percent, compared with less than 76 percent for

the machines of its two main competitors. The ultimate solution combined
a physical device, a digital data pad that could seamlessly connect with more
than 40 third-party operating-theater devices, and a service contract.
In the past six months, the company’s market share has jumped 40 percent,
in part as investors understand the upcoming user-centric products and
services that set the company apart from its competition and—even more
important—that will improve patients’ lives.
The McKinsey Design Index highlights four key areas of action companies
must take to join the top quartile of design performers. First, at the top
of the organization, adopt an analytical approach to design by measuring
and leading your company’s performance in this area with the same
rigor the company devotes to revenues and costs. Second, put the user expe-
rience front and center in the company’s culture by softening internal
boundaries (between physical products, services, and digital interactions, for
example) that don’t exist for customers. Third, nurture your top design
people and empower them in cross-functional teams that take collective
accountability for improving the user experience while retaining the
functional connections of their members. Finally, iterate, test, and learn
rapidly, incorporating user insights from the first idea until long after
the final launch.
Companies that tackle these four priorities boost their odds of becoming
more creative organizations that consistently design great products and
services. For companies that make it into the top quartile of MDI scorers,
the prizes are as rich as doubling their revenue growth and shareholder
returns over those of their industry counterparts.
Fabricio Dore is an associate partner in McKinsey’s São Paulo office; Garen Kouyoumjian is
a consultant in the London office, where Benedict Sheppard is a partner; Hugo Sarrazin
is a senior partner in the Silicon Valley office.
The authors wish to thank Becca Coggins, Volker Grüntges, and Michael Silber for their
tireless support of the research behind this article. They also wish to thank Maxim Berdutin,
Markus Berger-de León, John Edson, Sarah Greenberg, Rupert Lee, Randy Lim,
Drew Mancini, Rob Mathis, Rashid Puthiyapurayil, Stefan Roggenhofer, David Saunders,
and Hyo Yeon for their substantive input.

Building the workforce of
tomorrow, today
Software giant SAP is helping its workforce keep pace with
technological change and new strategic thrusts.
Finding and training the talent that companies will need if they are to thrive
in the future has become a defining issue for business leaders in our era of
advanced technologies. While hiring and contracting are options for individual
companies, across the corporate landscape as a whole, retraining—or
“reskilling”—is inescapable. So far, only a few companies have embarked on
large-scale programs to upgrade the skills of their workforce. SAP, a global
software company based in Walldorf, Germany, is one of them.
The company’s digital-business-services (DBS) division, one of the main

divisions in the company, with around 20,000 employees, began implementing
a comprehensive workforce skills upgrade in 2017, to support shifts in its
product portfolio toward more digital innovation and cloud products. The upgrade
is a multiyear “learning strategy,” which includes a sequence of learning
journeys featuring boot camps, shadowing senior colleagues, peer coaching,
and digital learning. Many roles are changing, including those of engineers,
who are moving from purely technical roles to providing advice to customers.
The company took a strategic planning approach to the task. It started by

mapping the skills of all employees today and comparing that map with
estimated future requirements and business plans. One year into the program,
4,700 employees have engaged globally in the transformational learning
framework. A strategic hiring plan for priority roles and capabilities has also
been initiated.
Building the workforce of tomorrow, today 73

What are the lessons from the experience, and how relevant could they be for
other companies? Here, some of the main architects and implementers of
the program discuss the experience. They are Michael Kleinemeier, member
of the SAP executive board and head of digital business services; Stefan
Ries, member of the SAP executive board and chief human-resources officer
(CHRO); Tom Janoshalmi, head of digital business services strategy and
portfolio; Heike Laube, chief learning officer for digital business services; and
Jochen Keller, head of HR for digital business services. McKinsey’s Peter
Gumbel and Angelika Reich, who conducted the interviews, also sought the
views of Walter Kern, who serves on the company’s works council and
headed negotiations on the reskilling program. The council represents employees
and, under German law, has a say in people-management issues (see
sidebar, “The employees’ perspective”).
The Quarterly: What sparked the decision to launch this program?
Michael Kleinemeier (DBS head): We are the service arm of a software

company. As we moved into the cloud, with more industrialization of services—
a massive change of the service portfolio—it was very important to say,
“What is your strategy? What is the answer from the portfolio point of view?”
And then the next, logical step is to say, “OK, fine. What does that mean
from a skill-set point of view? What kind of skill sets do we need?” We needed
a totally different approach.
Stefan Ries (CHRO): We saw the first signals in the market that if we don’t
change we will be successful maybe for the next two or three years, but
then there will be a cliff, and at that point it will be too late. We had to act
now, as one simply can’t build a bridge to the other side of the ocean.
The Quarterly: This initiative required a significant increase in the budget for
training, 2.6 times the previous amount. How did you win board support for that?
Michael Kleinemeier (DBS head): I had to build a sense of urgency.

Sometimes you look too much at your short-term numbers and cut back on
education or training investment. But this is a fatal error. The numbers
were too good. The temptation was to say, “please do it in the next quarter.”
I said no—I will not lead an organization without the right investment to
do this reskilling.
The Quarterly: You are calling this skills program a “transformation.” Can
you give some detail about its transformational nature? To what extent does
the program go beyond providing incremental skills?

Tom Janoshalmi (head of strategy and portfolio, DBS): What made this approach
transformative was the role of end-to-end “learning journeys”: guided
sequences of learning experiences that helped employees learn and mature
into new roles or target skill areas over time. The journeys included face-
to-face boot camps with participants, as well as opportunities to apply new
knowledge on the job and to exchange experiences in communities of
learners and practitioners.
Learning journeys went beyond “function and feature” learning. For example,
embedding design-thinking elements into the IoT [Internet of Things]
learning journey helped to change the mind-set and skills toward a service-led
innovation discussion with our customers. We invited our participants to
join an internal IoT challenge that offered them the opportunity to apply their
newly acquired skills in teams around the globe, competing for the best
ideas and ultimately presenting their ideas to executive management.
The Quarterly: Once the initiative was approved, what were key elements of
the implementation?
Heike Laube (chief learning officer, DBS): The success of a skills transformation
in the current environment is to make people understand that changes are
required. It’s the customer that asked for it—but none of what you did in the
past is, per se, wrong. People also need to see and touch the investment:
“Is there a learning framework? Are there opportunities for me? Where can
I grow?”
Tom Janoshalmi (head of strategy and portfolio, DBS): We intentionally didn’t

call it a restructuring. It was a transformational program for growth. The
key was to emphasize “growth” by sketching out future tasks, responsibilities,
and personas for changing roles. For example, in order to build up future
architects it was not only important for us to equip them with a good under-
standing of their future role, the required methodologies, and market
standards for architecture, but also to help them evolve their soft skills, through
improved communication skills or via peer-coaching concepts.
Jochen Keller (HR head, DBS): Trust is essential in any transformation

effort. Trust and employee engagement have long been focus topics at SAP.
At the beginning of this initiative, there were many questions. In such
a situation, it is key that you fortify people’s trust that SAP management is
doing the right thing for the company and for its people. And you need
to reassure them that we count on their strengths and to convey to them a
clear prospect of professional growth, an explicit career philosophy.

This is particularly important as roles and responsibilities are changing
and acquiring new skills is on the agenda. When people go through that, they
will ask, “What is in it for me?” and we need to answer them explicitly.
Feedback mechanisms were important, too. We conducted surveys and sounding-
board meetings. These confirmed to us that we were on the right path.
Stefan Ries (CHRO): Two words best describe this: intuitive learning. You
hardly recognize that you’re learning while doing it. I think that’s the magic
key for the future. Through intuitive learning, employees don’t just take
massive classroom trainings or attend online courses—it’s embedded in their
daily employee experience. Employees learn because it’s fun and we can
play with it. Intuitive learning is this constant willingness to learn more
about very sophisticated programs or tools. Why? Because I’m eager to
learn and don’t want to be outdated.
THE EMPLOYEES’ PERSPECTIVE

Employees in German companies have a voice in major decisions, including training.
At SAP, management had to negotiate the retraining program with the company’s
works council, which ended up agreeing to support it after several months of negotiations.
Walter Kern, a 27-year veteran at SAP, co-led the works council team.
We had no doubt about the necessity of the transformation. The whole environment
changed, the demand changed, and the technology changed. As a result, we as a company
needed to change. We are together in one boat. As the works council, we are just as
interested as management is in the success of the company. Upskilling and reskilling
ensures the employability of everyone.
What was new was that we made a move from “the skills we have” to “the skills we need.”
In the past, there was no database with profiles of every employee. This time we knew
the base and thus had a better idea of what needed to change—which doesn’t happen
overnight. People are creatures of habit, and to acquire new habits takes time.
Making this skills transformation a journey was the right way to do it. Nietzsche said that
whoever has a life purpose can bear any pain. You need to communicate the “why.”
If employees understand what the “why” is and why it is important, then they will be more
understanding when something doesn’t go exactly according to plan. It was always
clear that there were people responsible for individual aspects, and someone with overall
responsibility: the chief transformation officer. That was very helpful, and it gave us the
possibility to address issues that came up immediately.

The Quarterly: You placed a lot of emphasis on communication. Tell us
about that.
Heike Laube (chief learning officer, DBS): One of the key success elements
was the repetitive momentum. There was not a single speech of our executive
board where the skills transformation was not mentioned. That was
seconded by another message by the executive-leadership team, one by one.
And then reinforced by all managers’ calls, where the skills team was
always present to explain, “How does the framework look? How does the
entire process work? How can you be nominated?” So we always made
the full 360 degrees from strategy into full execution. People have a solid
memory. They come back to you after three months. They come back,
again, after six months, and ask: “Is this still going?” And whenever the
team then says, “Yeah, we are still there. Look, this is the new schedule.
This is how many people already participated. This is where the content is
evolving,” that’s when you’re in a winning team.
The Quarterly: So where do you go from here?
Michael Kleinemeier (DBS head): It’s very important that this is not a one-
time effort. It has to be permanent. If you look at the technological changes
that will happen in the next five years, they will be greater than what has
happened over the past 20 and maybe even 30 years. The question, “What is
the skill set of tomorrow?” becomes a permanent one.
This is a lifelong journey. The world is changing so fast. Lifelong learning

is a critical success factor—I would say the number-one critical success
factor for companies in the future. If you are not able to reinvent yourself
and build up a sense of urgency, you can’t move an organization with tens
of thousands of people.
These interviews were conducted by Peter Gumbel, editorial director of the McKinsey Global
Institute, who is based in McKinsey’s Paris office, and Angelika Reich, a partner in the
Zurich office. They wish to thank Chandra Gnanasambandam and Matthias Winter for their
contributions to the interviews.

Digital strategy: The four
fights you have to win
Yesterday’s tentative approaches won’t deliver; you need absolute
clarity about digital’s demands, galvanized leadership, unparalleled
agility, and the resolve to bet boldly.
by Tanguy Catlin, Laura LaBerge, and Shannon Varney
If there’s one thing a digital strategy can’t be, it’s incremental. The mismatch
between most incumbents’ business models and digital futures is too
great—and the environment is changing too quickly—for anything but bold,
inventive strategic plans to work.
Unfortunately, most strategic-planning exercises do generate incrementalism.

We know this from experience and from McKinsey research: on average,
resources don’t move between business units in large organizations. A recent
book by our colleagues, Strategy Beyond the Hockey Stick,1 seeks to explain
what causes this inertia (strategy’s social side, rooted in individual interests,
group dynamics, and cognitive biases) and to suggest a way out (under-
standing the real odds of strategy and overhauling your planning processes to
deliver the big moves that can overcome those long odds).
All this holds doubly true for digital strategy, which demands special attention.
Leaders in many organizations lack clarity on what “digital” means for
strategy. They underestimate the degree to which digital is disrupting the
1
hris Bradley, Martin Hirt, and Sven Smit, Strategy Beyond the Hockey Stick: People, Probabilities, and Big
C
Moves to Beat the Odds, Hoboken, NJ: Wiley, 2018.
Digital strategy: The four fights you have to win 79

economic underpinnings of their businesses. They also overlook the speed
with which digital ecosystems are blurring industry boundaries and shifting
the competitive balance. (For more on why companies often fall short, see
“Why digital strategies fail,” on McKinsey.com.) What’s more, responding
to digital by building new businesses and shifting resources away from
old ones can be threatening to individual executives, who may therefore be
slow to embrace (much less drive) the needed change.
In our experience, the only way for leaders to cut through inertia and
incrementalism is to take bold steps to fight and win on four fronts: You
must fight ignorance by using experiential techniques such as “go-and-
sees” and war gaming to break leaders out of old ways of thinking and into
today’s digital realities. You must fight fear through top-team effectiveness
programs that spur senior executives to action. You must fight guesswork
through pilots and structured analysis of use cases. And you must fight diffusion
of effort—a constant challenge given the simultaneous need to digitize
your core and innovate with new business models.
In this article, we will describe how real companies are winning each of these
fights—overcoming inertia while building confidence about how to master
the new economics of digital. You can join these companies in that effort,
thereby giving your digital strategy a jolt and accelerating the shift of your
strategy process as a whole, from old-fashioned annual planning to a more
continuous journey yielding big moves and big gains even when the end
point isn’t entirely clear.
FIGHTING IGNORANCE
Many senior executives aren’t fully fluent in what digital is, much less up to
speed on the ways it can change how their businesses operate or the compet-
itive context. That’s problematic. Executives who aren’t conversant with
digital are much more likely to fall prey to the “shiny object” syndrome: investing
in cool digital technologies (which might only be relevant for other busi-
nesses) without a clear understanding of how they will generate value in the
executives’ own business models. They also are more likely to make fragmented,
overlapping, or subscale digital investments; to pursue initiatives in the
wrong order; or to skip foundational moves that would enable more advanced
ones to pan out. Finally, this lack of grounding slows down the rate at
which a business deploys new digital technologies. In an era of powerful first-
mover advantages, winners routinely lead the pack in leveraging cutting-
edge digital technologies at scale to pull further ahead. Having only a remedial
understanding of trends and technologies has become dangerous.

Raising your technology IQ
For inspiration on how to raise your company’s collective technology IQ,
consider the experience of a global industrial conglomerate that knew it had
to digitize but didn’t think its leadership team had the expertise to drive
the needed changes. The company created a digital academy to help educate
its leadership about relevant digital trends and technologies and to provide
a forum where executives could ask questions and talk with their peers. Academy
leaders also brought in external experts on a few topics the company lacked
sufficient internal expertise to address.
Supplementing the academy effort (aimed at leaders) was an organization-

wide assessment of digital capabilities and an evaluation of the company’s
culture. This provided a fact base, which everyone could understand,
about what the organization needed to build over the course of the digital
transformation. As business leaders developed digital plans, they were
accountable for explaining and defending them to other executives. They
also had to help gather those plans into an enterprise-wide digital
strategy that every business leader understood and had helped to create.
Overcoming competitive blind spots

If your company resembles many we know, it’s still stuck in some old ways of
thinking about where money gets made and by whom. You’re also likely to
be overlooking ways digital is changing both the economics of the game and
the players on the field in your industry. If any of this sounds familiar, you
probably need a jolt—something that forces you to think differently about your
business. More specifically, you need to start thinking about it as digital
disruptors do. In our experience, this demands a process that begins with

a sprint to get everything moving, to see what your industry (and your
company’s role in it) could look like if you started from scratch, and to
redraw your road map.
The financing division of a European financial-services company went

through such a process when it tried to understand digital’s impact on its
current lines of business. For example, a conversation began in the auto-
loans division with the question “how can we make it easier for people to
get their loans online?” It turned into a deeper examination of “how
does our business model change if people stop buying cars and start buying
mobility?” Similarly, an auto insurer might move from asking “how can
I sell car insurance online better” to “what does car insurance mean in the
context of autonomous vehicles?” There’s no substitute for exploring
such questions, which emerge when digital, regulatory, and societal trends
collide with today’s value chain (for more on these collisions, see “Digital
strategy: Understanding the economics of disruption,” on McKinsey.com).
Once the new realities are discovered, companies should speed up the process
of understanding how other players—including nontraditional ones—will
respond. The financial-services provider jump-started things by holding a series
of war-gaming workshops. It divided its leadership team into groups and
assigned them to role-play potential attackers such as Amazon, Google, or small,
cherry-picking start-ups. Seeing through the eyes of “baggage-free” attackers
inspires an awareness of how players with very different core competencies are
likely to act in the new landscape. It can also propel a shared sense of urgency
to change the old ways of thinking and acting.
These sessions radically changed the way the company’s leaders thought
about their business, their industry, and the digital shifts remaking both.
The end result was a set of leading-edge ideas for deploying digital to make
the current operating model faster and more effective, for investing in
new digital offerings, for designing and launching a new digital ecosystem
to meet the emerging needs of digital consumers, and for partnering with
start-ups beginning to emerge as leading players in advanced mobility.
FIGHTING FEAR
Getting left behind by digital first movers can be hazardous to your company’s
future. But many of your executives may perceive responding to digital—
making the big bets, building new businesses, shifting resources away from
old ones—as hazardous to their own future. As we’ve noted, that exacerbates
the social side of strategy and breeds strategic inertia. If you want to make

big digital moves, you must fight the fear that your top team and managers
will inevitably experience.
From what we have seen, this kind of fight doesn’t happen organically. You need
to design a programmatic effort with the same rigor you would insist on
to redesign key processes across your organization. This typically involves
making a clear case that executives can’t hide from the changes digital is
bringing and that encouraging and accelerating change—rather than chasing
it—can create more value. Then you need to give executives the tools and
support network they must have to succeed as leaders of that journey. Many
companies focus on the extensive detailing of digital-initiative plans but
skip the critical step of building an equally rigorous program to sustain the
leaders driving change.
Honest dialogue
At the industrial company we discussed earlier, the move to digital implied
significant change in the characteristics leaders required to be effective.
Naturally, concerns about waning influence, or worse, followed for many of
the company’s 20 or so business-unit leaders. The industrial conglomerate
confronted these fears head-on by organizing a top-team effectiveness program
to surface anxieties, build awareness of how they were affecting decision
making, and define how leaders could remain relevant. In workshops, executives
discussed the specific mind-sets and behavioral shifts needed to gain
“ownership” of digital initiatives as a group and to become role models for
their organizations.

Support networks
Leaders also formed communities that cut across their businesses, initially
to share best practices and coordinate the timing of implementation. Over
time, the role of these communities grew to include skill-building activities,
such as bringing in speakers with specialized capabilities and motivational
messages and organizing Silicon Valley go-and-sees that reinforced the
importance of leading digital change. The communities also provided peer
support to help teams navigate the new landscape.
We have seen other organizations similarly coalesce around digital-leadership

training (sometimes supported by digital advisory boards) that helps
executives to become comfortable with—even embrace—the uncertainty of
the destination and the career trade-offs needed for a well-executed digital
strategy. These support networks dovetail with, and bolster, the digital IQ–
raising efforts we described earlier. Indeed, we find that leaders who
understand the shifting economics also understand that their careers will
be affected one way or another.2
FIGHTING GUESSWORK
Pursuing an aggressive digital strategy involves leaps into the unknown:
simultaneously, you are likely to be moving into new areas and overhauling
existing businesses with new technologies. What’s more, in many digital
markets, the premium of being a first mover makes it necessary not only to
shift direction but also to do so faster than your peers. The combination of
ambiguity and the need for speed sometimes gives rise to guesswork and
moves that are hasty or poorly thought out—and to anxiety about whether a
move isn’t going to work or just needs more time.
Building the proof points as you go

One way to fight guesswork is to anchor your strategy decisions to a thesis
about the business outcomes that different digital investments will produce.
This is less about elaborate business-school modeling and more about
thinking that draws fast, ground-level lessons from the data to determine
whether your business logic is correct. Put another way, it means figuring
out if there is sufficient value to make it worthwhile to invest something—as
part of a process of learning even more. This approach increases the odds
of successful implementation: a well-articulated view of the outcomes means
that you can track how well the strategy is working. It also makes it easier
to assess whether the new direction is worth it in terms of both financial
capital and organizational pain.
2
or more on the mind-set changes needed for digital effectiveness, see Julie Goran, Laura LaBerge, and
F
Ramesh Srinivasan, “Culture for a digital age,” McKinsey Quarterly, July 2017, McKinsey.com.

Those proof points must be grounded in digital reality. Consider the experience
of a global oil and gas company investigating the potential impact of several
advanced technologies on its business. Rather than develop theoretical
value-creation scenarios, the company’s digital center of excellence got busy
exploring: How might sensors, robots, and artificial intelligence improve
productivity and safety in unmanned operations? What operating hurdles,
such as skill gaps among managers and frontline workers, would need to
be overcome?
“Skunkworks” efforts began to give the company sharper insights into the
timetables and financial profiles of different investments, so it avoided both
the “finger in the air” syndrome (which dooms some digital efforts) and
excessive modeling (which bogs down others). The end result was a value-
thesis projection of a pretax cash-flow improvement exceeding 20 percent
by 2025. That built the confidence of senior leaders and the board alike.
Pilots and stage gates

A second way to reduce the need for guesswork is to take full advantage of
real-time data and the opportunities they provide for experimentation. Digital
does amplify the gut-wrenching uncertainty by multiplying the strategic
choices leaders face while reducing the time frame for making and implementing
those decisions. But it also contains a silver lining: the potential for gaining
rapid, data-driven insights into how things are going. Information on the
progress of a product launch, for example, is available in days rather than

months. That makes rapid course corrections possible and, ultimately,
considerably improves the chances of success.
The oil and gas company mentioned earlier got a rapid bead on the impact
that its digital initiatives were having on its business performance when
it automated the evaluation of several business cases. Testing was more or
less continuous, which reduced the level of anxiety about the investments,
because executives had hard data on how things were performing rather
than relying on guesses or intuition in realms they didn’t know extremely
well. It also gave them more confidence to push cutting-edge solutions: they
didn’t need to see how other oil and gas companies did things when they
could move first and see, in near real time, what worked and what didn’t.
An important element of this nimble approach was breaking up big bets into
smaller, staged investments. While the oil and gas company was ready
to invest in digital, it was decidedly uncomfortable with throwing money
at a problem and hoping for the best. It therefore developed a series of
rigorous stage gates for investments managed by a new, central digital-
transformation office. The office was charged with overseeing the portfolio
of digital investments to ensure that the most promising projects were
funded and others defunded before they soaked up valuable resources. In
tandem, the head of the company’s digital efforts was vested with the
responsibility for approving which ideas would move to initial development,
basing these decisions on the organization’s overall vision for digital.
The ideas, which originated mostly with the business units, included clear
requirements for testing. The “fail fast” mind-set was embedded from
the outset because it allowed the company to learn quickly from mistakes
and to minimize wasted funding. Another payoff was that the central
team could identify synergies, which allowed the development costs of some
investments to be shared rather than borne by a single business. These
processes helped temper some of the risks of the bold investments the company
was making, gave leaders the confidence to venture ahead as first movers,
and kept open the option to correct course quickly when the data pointed in
another direction.
FIGHTING DIFFUSION
Effective strategy requires focus, but responding to digital inevitably risks
diffusion of effort, or “spreading the peanut butter too thinly.” Most companies
we know are trying, and struggling, to do two things at once: to reinvent
the core by digitizing and automating some of its key elements, for example,

and to create innovative new digital businesses. The challenge is acute
because of the dizzying pace of digital change and the uncertainty surrounding
the adoption of new technology. Even if the technology for autonomous
vehicles pans out, for instance, when will the majority of people really begin
to use them? Given the impossibility of knowing, it’s easy to wind up with
an unfocused hodgepodge of digital initiatives—a far cry from a strategy.
Two concepts can help you navigate. First, view your company as a portfolio
of initiatives3 at different stages of seeding, nurturing, growing, or pruning.
Our colleague Lowell Bryan championed this view upward of 15 years ago,
and it is more relevant than ever in our digital age because the opportunities,
time frames, and economics of core businesses can be very different from
those of new ones—so resources and efforts shouldn’t be applied uniformly.
Second, embrace the necessity of “big moves,” such as the dramatic reallocation
of resources, sustained capital investment, radical productivity improvements,
and disciplined M&A. As our colleagues have shown,4 successful market-
beating strategies nearly always rest on such moves. Making them mutually
reinforcing, so that developments in the core help to support new digital
businesses and vice versa, is a critical part of managing the risks of diffusion.
3
Lowell Bryan, “Enduring Ideas: Portfolio of initiatives,” McKinsey Quarterly, October 2009, McKinsey.com.
4
ee Chris Bradley, Martin Hirt, and Sven Smit, “Strategy to beat the odds,” McKinsey Quarterly, February 2018,
S
McKinsey.com.

To understand what the application of these ideas looks like in practice,
consider the experience of a global IT-services company wrestling with
how much to invest in digital over the next five years (rather than use
standard R&D funding across all of the company’s business lines). That
meant scrutinizing which traditional businesses faced obsolescence as
a result of digital, whether digital could stretch any of those lifetimes (or
if immediate divestment was preferable), which new digital businesses to
invest in, and how much to invest.
A portfolio approach
As a first step, the company went through its portfolio business by business,
focusing on three questions: Which emerging digital products and services
were missing from the portfolio? Which product offerings and elements of
the existing operating model should be digitized or fully digitally reengineered
to improve customer journeys? And what areas should be abandoned?
The answers for the company’s healthcare markets differed from those for
banking, but the company became comfortable with hard choices and
more attuned to new opportunities by tying all decisions to clear use cases.
As part of this exercise, the company developed scenarios for how the value
pools in each of its industry verticals would probably shift across component
customer value chains. It wanted to get a sense of the types of services that
clients and potential clients were likely to demand and thus might try to
obtain from new suppliers or IT outsourcers. For businesses where more
revenue would be likely to shift, the company was comfortable placing bigger
bets on new digital offerings, in contrast with its approach to businesses where
the revenue at stake wasn’t changing as much.
Big, mutually reinforcing moves

This systematic evaluation of value-pool opportunities across the portfolio
generated a frank discussion of how the organization’s risk appetite had
to change. It also catalyzed a greater willingness to invest in new digital
businesses—which the company did, to the tune of more than $1.5 billion.
As part of this strategic evolution, the company launched an aggressive
program to better leverage foundational digital capabilities, such as automation,
advanced analytics, and big data. These capabilities, to be sure, were key
building blocks for the new digital businesses. Just as important, however, by
deploying the capabilities at scale across existing businesses, the company
was better able to stretch the life of its core offerings.

The portfolio strategy paid dividends both in revenue gains and cost reductions.
For example, investing in a balanced fashion between core and new busi-
nesses led to faster than expected revenue streams from new offerings. The
company estimated that 40 percent of its revenues would flow from them
within two to three years. Moreover, its digitally improved core businesses,
with a sizable base of existing customer revenues, provided additional
funding for the new digital portfolio. That increased the leadership’s commit-
ment to the strategy, bolstering confidence that the new portfolio offerings
would provide growth more than compensating for the eventual decline of
core businesses.
Your best digital competitors—the ones you really need to worry about—
aren’t taking small steps. Neither can you. This doesn’t mean that a digital
strategy must be designed or put to work with any less confidence than
strategies were in the past, though. Strategy has always required closing gaps
in knowledge about complex markets, inspiring executive teams (and
employees) to go beyond their fears and reluctance to act, and calibrating
risks when you bet boldly.
The good news is that the digital era, for all its stomach-churning speed
and volatility, also serves up more information about the competitive environ-
ment than yesterday’s strategists could ever imagine. Simultaneously,
analytically backed, rapid test-and-learn approaches have opened up new
avenues to help companies correct course while staying true to their
strategic goals. Today’s leaders need to step up by persuading their organizations
that digital strategies may be tougher than other strategies but are potentially
more rewarding—and well worth the bolder bets and cultural reforms
required, first, to survive and, ultimately, to thrive.
Tanguy Catlin is a senior partner in McKinsey’s Boston office, where Shannon Varney is
an associate partner; Laura LaBerge is a senior practice manager of Digital McKinsey and
is based in the Stamford office.

Building a tech-enabled
ecosystem: An interview
with Ping An’s Jessica Tan
A culture of innovation and failing fast drives the Chinese financial
conglomerate’s expansion beyond traditional sector boundaries and
its early adoption of emerging technologies.
Many companies seeking to stay ahead of digital competition are making

ambitious, strategic moves beyond their traditional sector boundaries. These
bold ventures require a significant reallocation of resources and a more open,
agile culture that embraces tough targets and an understanding of what it means
to innovate but also to “fail fast.” This is particularly relevant in China, where
the rapid rise and expansion of players such as Alibaba and Tencent has led to the
creation of massive “ecosystems,” spanning e-commerce, finance, and logistics.
The Chinese financial conglomerate Ping An, which has expanded beyond
insurance into a broader set of ecosystems, such as banking, healthcare, smart
cities, and housing, is a prime example of such a first mover, at a scale that
most companies only dream of. In the past five years, Ping An has accumulated
nearly 500 million online users, created 11 new digital platforms across industries,
and increased its number of insurance agents to 1.4 million, all armed with the
company’s digital tools and apps. Ping An’s commitment to investing in emerging
technologies has been a particularly important driver of this expansion: it now
directs 1 percent of its annual revenue—around $1 billion—toward tech investment.
In this interview, conducted by McKinsey’s Joe Ngai, the deputy CEO of Ping
An, Jessica Tan, discusses recent developments and the power of freeing
employees from the fear of failure.

The Quarterly: In the past few years, Ping An has expanded far beyond
traditional financial services. How did the company go about deciding where
and how to expand its ecosystem?
Jessica Tan: We looked at what sectors were most important, not only to the
economy in general but to the consumer—such as autos, housing, and
health. We then identified the key areas in each of these ecosystems where
we could add value. In the health arena, for example, as an insurer, we’re
usually at the end of the customer experience, so we wanted to move further
upstream to capture the customers as they start their journey. One of our
health platforms that just went public, Good Doctor, now fields more than
500,000 online consultations a day from customers who are looking for
health-related advice. Since 55 percent of health expenditures are government
related in China, we now also serve about 258 cities, helping local govern-
ments to process medical claims and work more efficiently. And we continue
to investigate how we could contribute to the patient side by providing
technology solutions that facilitate affordable, easy-to-access primary care.
The Quarterly: Ping An has made a conscious choice to distinguish between

consumers who buy products and consumers whom you reach in your ecosystem.
What’s the thinking here?
Jessica Tan: This was quite a significant conceptual change for us. Five
years ago, we were really learning from what the internet guys were
doing: everything was free. They got the users first, and only then started
to monetize their offerings by cross-selling and up-selling.
So the idea was to create these platforms where we could draw in customers
who would then later buy our financial-services products. We started
with our five ecosystems by offering services for free—for instance, our Good
Doctor app, which provides users with free medical consultations and
other services. Gradually, over time, users then began to buy our products. In
the first three years, frankly, it was difficult just building everything. Like
any other start-up, our new platforms needed time to get to scale.
But over the last two years, about 35 to 40 percent of our new financial-services
customers—people who open a bank account or buy an insurance product—
have been users on our platform who are new to Ping An and hadn’t previously
purchased any products. We currently have around 486 million online
users that we reach in our ecosystem. So we’ve created this virtual cycle,
whereby our customers have developed some affinity with us, and naturally
buy from us. We think this ecosystem model is much better than a more
Building a tech-enabled ecosystem: An interview with Ping An’s Jessica Tan 91

traditional one where a customer has to buy a product first and then you
provide services based on that customer’s needs.
The Quarterly: Ping An has built a lot of technology in-house, including facial
recognition, artificial intelligence [AI], and blockchain. What was Ping An’s
motivation for investing in technology built in-house rather than licensing it
from others?
Jessica Tan: In the beginning, some of it was out of necessity. For example,
when we were looking at facial recognition five years ago, the options out
there didn’t accurately register Asian faces. It was the same experience with
voice recognition. We wanted to use it in our call center to recognize
customer’s voices, but the options available to us were not very good at
recognizing Chinese dialects.
The other reason was that, particularly with AI, our needs were very specific
to the scenarios we were solving for. Unfortunately, many technology
companies might offer machine-learning techniques, but they don’t really
understand your business, and it takes a while to build that understanding.
That was one of the challenges when we started doing this. How do you get
people with the right domain knowledge and the right technical skills to
be able to build something together?
We have scale and we have the resources, so we decided that it would be

faster for us to put it all together ourselves. Now that we’ve done it, it
has become much easier for us to use the technology in other areas across
our ecosystem, because all these technologies were tailored to our use.
The Quarterly: Financial-services companies are not predominantly known

for innovation. What are some of the strengths of Ping An’s culture that have
helped it to succeed?
Jessica Tan: We have a clear vision and set very aggressive targets. No
matter your background or position, at the end of the year, the only thing
that matters is whether you’ve delivered your results or not. That helps
to galvanize people to work together because if they don’t, they won’t meet
their targets. We also have a zero-based process every year, where next
year’s target is based on market potential, not on the previous year’s growth
trajectory. It’s like playing a game: you go back to level zero; you don’t ride
on the success of the past.

In this culture, everyone is able to speak up with new ideas or objections. There’s
no sacred ground that you can’t touch, and that’s a philosophy that has really
helped us over the years. Risk taking is strongly encouraged, and failure
isn’t stigmatized. When I first came to Ping An, I remember Peter Ma, our
founder and CEO, telling me, “You don’t have to worry about failing at all.
We just need you to try really hard to find a way to make it work. As long as
one of these ideas eventually works, we’ll be successful.”
Over time, our hit rate on innovation has gotten better, because what you
learn is that often your original instinct—about why you need to make a certain
move and the untapped potential that you see—is correct, but your first idea
of how to actually execute it might be wrong. But if you keep trying, under-
standably making a few missteps as you make your way on an unpaved path,
you’ll eventually get there. What I’ve found is that with each new success,
you become more confident in your abilities and your instincts to try the next
big thing.
The Quarterly: Ping An has grown at a tremendous rate over the past 15 years.
What worries you the most? What keeps you awake at night?
Jessica Tan: Not being fast enough. There’s just so many things to do, and
speed is of the essence. And what’s especially exciting about China is that
you may be the best now, but if you’re not fast enough, a 70 percent solution
can beat you. The market is too big and too competitive. There’s a hunger
that you can see in the market. You have to have good people who are motivated,
driven, who want to go out and make things happen. We have been successful,
but we can’t slow down.
Jessica Tan is the deputy CEO of Ping An Insurance Group. This interview was conducted
by Joe Ngai, a senior partner in McKinsey’s Greater China office.
For more about Ping An’s innovation efforts,

see our video interview with deputy CEO
Jessica Tan in the online version of this article,
on McKinsey.com.
Building a tech-enabled ecosystem: An interview with Ping An’s Jessica Tan 93

© Photos courtesy of Rijksmuseum
94
AGILE
ACCIDENTALLY
AN INTERVIEW WITH
THE RIJKSMUSEUM’S
TACO DIBBITS
95
The director of the national museum of Dutch art and history
describes the central role of agility in the museum’s massive
renovation project—and in its drive for perpetual renewal.
When its current building was completed in 1885, the Rijksmuseum, the
national art museum of the Netherlands, was intended to serve as a cathedral
to house the greatest treasures of Dutch art and history. Throughout the 20th
century, it was increasingly deprived of its glory: its decorations were painted
white, and it slowly became cluttered with modern offices and archives. To
some, it had become a dusty labyrinth where people struggled to find their way.
At the turn of the millennium, the Dutch government, along with a group of
corporate sponsors, offered a singular opportunity in the form of a major monetary
gift: the chance to transform the entire museum all at once.1 Despite bumps
along the way, including a surprise discovery of asbestos in the building that
stretched the museum’s closure to ten years, the museum’s physical trans-
formation ultimately spurred an organizational one as well. As museum director
Taco Dibbits describes in this interview with McKinsey’s Wouter Aghina and
Allen Webb, the museum’s staff inadvertently embraced agile organizational
principles—forming, dissolving, and reforming teams that were more inter-
disciplinary than those it had employed in the past—as it worked to redesign
its galleries.
After a successful reopening in 2013, Dibbits, as director of collections at the

time, first stepped back with his team from an agile process, then reintroduced
it when he and the team embarked on a 21st-century vision for the museum.
Along the way, Dibbits says, he learned a great deal about the characteristics
of great teams, the power of constraints to inspire creative solutions, and
the role of the leader to get people out of their comfort zones. Although the
1
For more about the renovation, see rijksmuseum.nl.

Rijksmuseum differs in many respects from the typical company experimenting
with agile approaches, Dibbits’s experiences as an accidental agile leader
should be thought-provoking for a wide cross section of organization leaders.
The Quarterly: How were things organized at the museum before the renovation?
Taco Dibbits: In the old museum, the art was arranged by specialization and
was, in a sense, a reflection of the organizational diagram of the museum
staff. The curator of ceramics had her gallery of vases and bowls, the curator
of glass had his gallery of champagne flutes and pitchers, and so on. Within
these galleries, separated by medium, the materials were then organized
chronologically. So, for instance, in the paintings galleries you would start with
the Middle Ages and walk up to the 20th century. With each new category,
the public would have to start all over again.
The Quarterly: What was the motivating idea for a new approach? How did it
change the way things worked?
Taco Dibbits: What we sometimes forget is that when visitors come to a museum,
they don’t generally know what they’re supposed to get out of it. We sought
to change that by creating an experience that would give the public a sense of
time and a sense of beauty. We thought the best way to do this was to create
a more sweeping chronological arrangement, because a national museum like
ours also serves as the physical memory of the nation. Therefore, if you want
97
to create a historical narrative for the public, you have to start mixing all the
collections that traditionally had been arranged by material.
We decided that we would divide the gallery installations century by century,

starting in the Middle Ages and working all the way up to the 20th century.
The question we wanted to answer was not how to assign objects to spaces but
how to place objects in groups that are linked aesthetically and historically
in some significant way.
This would mean a change for our curators, who had previously worked quite
autonomously. Now, everyone would have to start working together. We
did this by establishing a working group for each century made up of different
curators, as well as a person from the education department who would
think about the right interpretation approach for the public.
The Quarterly: Were these groups completely self-directed or was there some
leadership role involved?
Taco Dibbits: Each working group was chaired by the person whose expertise
was right for that century; for example, in the Netherlands, the 17th century
was the Golden Age—with paintings by Rembrandt, Vermeer, and others—so
the curator of paintings would chair that working group.
98
We encouraged the chairs to behave, to some degree, like enlightened despots,
because we knew that otherwise, the groups would have tended not to make
rigorous choices. We Dutch are all about consensus. But that kind of approach
would have created a result that was too homogenous. We needed people in
each group who could make their mark and say, “Well, the 18th century is the
century of decorative arts. So that’s how we’re going to organize it.” You need
a few people who push toward the highest-quality result, and those who are
inspired by them to do the work and follow their lead.
The Quarterly: How did the proposal and selection process play out?
Taco Dibbits: It took about a year and a half for the groups to craft their proposals.
There was very thorough research involved, and after that, each group
presented its proposal to what we called the steering group.
Then the question for the management team became, “How are we going to
slash the number of objects?” The 17th-century group, for example, presented
far too many objects, around 3,000, which would never fit in the galleries.
Any decision to cut down objects would naturally be frustrating for the working
groups. It’s very difficult to “kill your darlings.” Our solution was to basically
dissolve the task forces and assemble new ones. Their new mission was to
create a selection one-third the size of what the first groups had proposed.
They also had to write an argument for why they wanted to keep particular
objects in, why they would be interesting to the public, and how these objects
related to the others in the proposal. In this way, it gave all the specialists a
feeling of ownership in the creation of the museum’s offerings, even beyond
their own area of expertise.
The Quarterly: Did the reopening go as well as you had expected?
Taco Dibbits: We could not have imagined the scale of the success. The year
of the reopening, in 2013, we had 2.25 million visitors, and the following
year, the number of visitors increased by 250,000. At the time, we were so happy
with how well things had gone—and so exhausted as a museum—that we
didn’t immediately shift to new priorities. After two years, the previous director
left, and I started in this role. Because I had been on the board in my previous
role and I was an internal hire from within the museum, we could move
quickly to draft a new vision and strategy. We didn’t include anybody else in
that process, but once we had it on paper we opened it up for criticism. And
we came away with a stronger vision, I think, because of those discussions
with our supervisory board and works council.
Accidentally agile: An interview with the Rijksmuseum’s Taco Dibbits 99

The Quarterly: What were some of the goals and ideas driving the new vision?
Taco Dibbits: We were asking ourselves, “If we want to remain relevant in

society, what should we tackle next?” We don’t only keep history; we shape it.
That responsibility brings with it a few key challenges. As a museum born in
the 19th century, our collection is very Dutch oriented. Back then, there was
a large influx of new immigrants from Belgium, but today we have people from
all over the world. How could we reflect that in the museum’s exhibitions?
Another challenge is that the Rijksmuseum is everybody’s museum, but not

everybody feels it is their museum. We needed to figure out how to reach
more people, not only in the Netherlands but abroad as well. How do we craft
narratives that will resonate with our visitors on a personal level? Our goal
is not to just convey that Rembrandt is the greatest artist and that if you don’t
accept it you can leave. We want to tell visitors more about Rembrandt the
person, more about his art and the time in which he lived—engaging visitors
in a dialogue with the museum. And finally, in today’s world, where many
forms of digital communication are central to our lives, another question was,
“How do we remain at the forefront of digital trends and stay innovative?”
The Quarterly: How did you approach these various challenges?
Taco Dibbits: We felt that if we wanted to successfully tackle them, we had

to change our organizational structure. Even though we had worked together
in these groups to create entirely new gallery installations, we hadn’t changed
the structure of the organization itself. Looking back, I think we should have
tried then, despite how tired everyone was after our successful reopening.
Eventually, though, our people wanted to be energized again. Restructuring
the organization motivated people because they all understood how the
bureaucracy in a 200-year-old institution mainly comes from the organizational
diagram. We all wanted to break through it.
The Quarterly: What did some of this restructuring look like?
Taco Dibbits: As we looked at how to move forward, I kept hearing that we

should think about an agile way of working. I had never heard of this, but
as I learned more it dawned on me that it was quite similar to what we had
done with our working groups in designing a new museum.

As we began to apply this thinking, we initially considered changing how our
departments were organized by specialty—painting, glassware, for example—
but we decided not to do it. First of all, in our surrounding field, the universities
and museums are not organized in that way, so our staff would not be able to
talk to peers. Maybe in the future, somebody will be an expert in 18th-century
glass and silver, because there are similarities. But for now, that would be one
step too far. Still, we’ve gone from 18 departments down to 15.
We ultimately decided to create four new agile working groups, one for each
aspect of our new vision: exhibitions, personal stories, the customer journey,
and digital innovation. For each group, there was a chair who would lead the
agenda and then a project manager to steer and support the process. Since we
no longer had the luxury of working inside a museum that was closed to the
public, speed was of the essence—so we set a goal for these groups to come up
with results within three months.
TACO DIBBITS
Vital statistics Rapid reflections

Born in 1968 in Amsterdam, 1. What work of art has
the Netherlands had the greatest impact
on you and why?
Education
Everything Rembrandt did.
Graduated in art history
It’s about us as human beings
from the VU University
in all our shortcomings and
Amsterdam and the
all our successes.
University of Cambridge
2. What are the best books

Career highlights
you’ve read recently?
The Rijksmuseum
Films you’ve watched?
(2016–present)
General director • Leo Tolstoy’s War
and Peace
(2008–16)
Director of collections • Fritz Lang’s M
(2006–08)
3. In your experience, what
Head of fine and
common career advice
decorative arts
is wrong or misleading?
(2002–06)
Curator, 17th-century “Follow the money.”
painting
4. What’s the most important
Christie’s London thing that business leaders in
(1997–2002) other industries could learn
Director, Old Masters from the art world?
Artists create new visions.

The Quarterly: Was there anything that you did differently with these working
groups, relative to the ones you’d established during the renovation?
Taco Dibbits: One great decision that we made was to open up the groups to
the entire organization, from curators to marketing. This gave everyone a
feeling of empowerment to be able to use their specific knowledge and skills. It
also provided the groups with more diverse perspectives that became crucial
in tackling these multifaceted issues.
For example, a curator knows the collection and has an antenna out for what’s
currently important in the academic community. Meanwhile, a security guard
has everyday contact with the public and sees how visitors move around in the
museum. And somebody from the social-media team can argue, “Just because
we’re doing this exhibition on slavery doesn’t necessarily mean that people
from the Caribbean will visit. In fact, we aren’t currently reaching them; we
need to engage those groups on other platforms.” We learned that having the
involvement of people from many different disciplines ensures that we’ll
maintain a stronger connection between the museum and the community.

The Quarterly: Did all the groups tackle their mandates in the same way, as the
earlier-century groups had?
Taco Dibbits: Interestingly, they each went about it in different ways. The
customer-journey group conducted a kind of agile research outside the museum
on why different groups of people—international visitors, Dutch families,
and so on—don’t come to the museum. They presented a few conclusions and
laid out how much their solutions would cost and how much value they
would bring to the museum. Today, we have smaller groups within our normal
working structure actually implementing these recommendations.
The personal-stories working group took another tack: they decided to invite
people from all kinds of professional backgrounds—entertainment,
journalism—to brainstorm how we could craft stories that would resonate
with visitors. At the end, the group identified the ingredients of a good
story and how we might tell it. The group is currently thinking about how
we tell our stories on different platforms, such as Facebook and Instagram.

The group working on digital innovation had the most difficulty working
in an agile way. We usually think agile comes from the tech side, but they’re
also naturally very analytical. So they started out by making an inventory
of what they were already doing. That took them a long time, and then they
were just starting to ask what the next step should be and what innovation
they should implement, when their three-month deadline arrived. It was
interesting to see that not all four groups succeeded to the same degree.
The Quarterly: How did you balance giving these teams the freedom to tackle
these problems while also providing enough direction to keep them on course?
Taco Dibbits: In Dutch, we say, “Let everybody fly.” But as leaders, we also
have to let our teams know where they are flying to; otherwise there’s a
risk they will become frustrated and deflated. I think agile leaders need to
understand that for teams to self-organize and self-direct, they also need
to have a very clear and thoughtfully constrained task.
However, this doesn’t mean going so far as to tell teams how to work toward
the goal, because that will actually hamper them. And then they’ll think,
“Why should we do it that way, just because he or she says so?” It is better that
leaders restrain themselves even though they may already think they
know what the result will likely be. After all, the team’s results might be
surprising in a positive way.
104
The Quarterly: In your experience, what’s the optimal number of people for
these teams? Is there any tension around who’s involved?
Taco Dibbits: For one thing, once you start this agile way of working and
create task forces, the people who are not initially placed on them feel
excluded. So the first reaction of our task force chairs is often to ask, “Can we
make the group bigger?” And I say, “No, you can’t.” The optimal size for
these groups is really five to seven people.
This is, in part, for pragmatic reasons. If the group takes a vote, an even number
of members makes it difficult to decide. Also, the group dynamics change with
more people. If you have more than seven people, it’s difficult to have a fruitful
discussion, because by the time everyone gets to have their say, you’ve lost speed.
Also, with a smaller group, it’s harder for a person to remain silent. You can
challenge people to say something and they often have very valuable insights.
Ultimately, it’s important to communicate from the start that everyone’s

time on these task forces will come. We continue to regularly mix up the people
in these groups so that everyone has a chance to participate.
The Quarterly: This nontraditional structure of working seems to strip away

some of the traditional responsibilities of a leader. So what is the purpose of a
leader in an agile way of working?
Taco Dibbits: The role of our leadership team is to push people to think more
broadly, to get them out of their comfort zone, and ultimately to do things
they never imagined possible.
If you want to keep pushing forward, you have to make sure that you and your
broader team are seeking out different perspectives, and not just from the
usual places. It’s human nature to gather people around us who have a similar
way of thinking. But it’s better when we find others who challenge us and
expand our understanding. For instance, it may not be our first instinct
to consult someone without a strong background in museum work, but if
they have, say, a deep understanding of the cultural issues surrounding an
upcoming exhibition, we can benefit greatly from their contributions—
and the exhibition will be richer for it. It’s all about actively cultivating an
open mind and a sense of curiosity.
Taco Dibbits is the general director of the Rijksmuseum. This interview was conducted by
Wouter Aghina, a partner in McKinsey’s Amsterdam office, and Allen Webb, editor in chief
of McKinsey Quarterly, who is based in the Seattle office.

106
Illustration by Kotryna Zukauskaite
Making work meaningful:
A leader’s guide
People who find meaning in their work are happier, more productive,
and more engaged. Four practical interventions can help make the
search more likely to succeed.
by Dan Cable and Freek Vermeulen
By now, it is well understood that people who believe their job has meaning
and a broader purpose are more likely to work harder, take on challenging
or unpopular tasks, and collaborate effectively. Research repeatedly shows
that people deliver their best effort and ideas when they feel they are part
of something larger than the pursuit of a paycheck.
Most business leaders know this. They take pains to broadcast the company’s
strategy to employees. They say they really want employees to know that
the organization has a higher purpose. And yet many of these messages aren’t
getting through: in one survey of senior executives around the world, only
38 percent of leaders said that their staff had a clear understanding of the
organization’s purpose and commitment to its core values and beliefs.1 US
and global Gallup polls confirm this, finding that about 70 percent of employees
are not “involved in, enthusiastic about, or committed to their work.”2
Another study showed that nearly nine out of ten American workers believe
1
The business case for purpose, a joint report from EY and Harvard Business Review Analytic Services,
2015, ey.com.
2
my Adkins, “Majority of U.S. employees not engaged despite gains in 2014,” Gallup, January 28, 2015,
A
news.gallup.com.
Making work meaningful: A leader’s guide 107

they do not contribute to their full potential, because they don’t feel excited
about their work.3
At a time when many companies are engineering jarring transformational

changes to become more agile, digitally enabled, and proactive competitors,
it is more important than ever that employees find meaning in their work.
Traditional rewards systems and career ladders are disappearing, so workers
need new reasons to believe in their companies.
We have found four organizational-design interventions that can help (exhibit).

They are simple, inexpensive, practical, and local and can help employees
at any level of the organization. This kind of straightforward practice is
often overlooked in ambitious corporate initiatives. But it is critical for any
company hoping to create an environment where organizational change
is personal and where innovation becomes a bottom-up process of purposeful
actions initiated by employees themselves.
1. REDUCE ANONYMITY
Humans are collaborators. We have evolved that way, understanding that
we can accomplish more by cooperating face-to-face with others. Modern
organizations, with their siloed workplaces and increasingly digitized
operations, can foster separation and anonymity. But perceptive leaders can
find ways to establish deeper connections between any worker and his or
her customers.
Consider a cafeteria experiment conducted by Ryan Buell, an associate

professor at Harvard Business School, and his coauthors Tami Kim and
Chia-Jung Tsay.4 In many cafeterias, cooks and diners do not see each other,
since waiters serve as the intermediary between the two. Buell changed
that dynamic by setting up a video feed from the grill station to an iPad in
the kitchen. There was no sound and no interaction, but the chefs could
see who was ordering the food that they would prepare.
Immediately, the cooks started to work differently. For example, they began
freshly preparing eggs for each customer, instead of grilling several eggs
in advance and plating those when ordered. Simply seeing their customer
3
usan Adams, “Unhappy employees outnumber happy ones by two to one worldwide,” Forbes, October 10,
S
2013, forbes.com.
4
yan W. Buell, Tami Kim, and Chia-Jung Tsay, “Creating reciprocal value through operational transparency,”
R
Management Science, June 2017, Volume 63, Number 6, pp. 1673–95.

Q4 2018
Cable Vermeulen
Exhibit 1 of 1
Exhibit
Four straightforward practices can help to create an environment where
organizational change is personal.
Reduce anonymity
Talk with employees about who their customers are, and encourage each
employee to connect with one.
Build regular, face-to-face interactions with customers into existing processes,

stimulating employees to learn who is most affected by their work.
Help people grasp the impact of their work

Invite customers who have had the best—and worst—experiences with
your products to talk with employees in person so your team can see how
their work affects customers.
Recognize and reward good work

Periodically make a note of one good thing done by each team member,
thank them for it, and describe why it made things better.
Create a “like” system on your company intranet or other network where

colleagues or even customers can communicate satisfaction with a task or
interaction (the “like” need only be visible to the recipient).
Connect work to a higher meaning

Push people to think about their work in a high-level way by asking
employees a series of “why” questions for 3–5 of their most important
job-related tasks.
changed everything. In short order (ahem), employee satisfaction soared.

Better still, customer satisfaction went up 14.4 percent, according to
Buell. Even though the chefs went unseen, the video feed had created a
connection that added meaning to their work.
Alistair Spalding, artistic director and chief executive of Sadler’s Wells Theatre,
in London, understands the value of direct contact.5 About ten years ago,
5
reek Vermeulen, “Balance exploration with exploitation,” in Breaking Bad Habits: Defy Industry Norms and
F
Reinvigorate Your Business, Boston, Massachusetts: Harvard Business Review Press, November 2017, pp.
179–208.

Spalding realized that he had to improve morale at the venerable dance venue—
in particular, among its supporting staff of marketers, stagehands,
and administrators, as well as others. The theater had endured a history
of strikes, and the prep work for many shows lacked the precision and
attention to detail that Spalding craved.
Spalding saw that the artists who performed at Sadler’s Wells were essentially
anonymous to the staff. The employees did their work during the day,
the artists showed up at night to perform, and the groups never connected.
Unsurprisingly, the employees demonstrated relatively little interest in
the theater’s overarching intent to become the center of innovation in dance.
Indeed, the staff tended to have a somewhat negative attitude toward
the artists.
Spalding decided to combat this by launching an “associate artists” program.

Artists who performed at the theater regularly would get free office space
at the theater and access to its rehearsal studios and cafeteria. Spalding went
so far as to position Sadler’s Wells as a center of innovation, where artists
could meet, practice, dream big, or just hang out.
This was a great boon to the artists. But the employees benefited as well. As
the theater became more of a home to a community of artists, the artists
became much less anonymous to the employees. Gradually, Spalding began
noticing proactive changes and improvements in the performance of the
employees. For example, lighting staffers became more involved in the selection
of lamps for performances, bringing a level of technical expertise that had
been lacking before. Similarly, the cafeteria staff became more engaged as
they saw how their work contributed to a dynamic atmosphere that, in
turn, encouraged artists to spend time at the theater. The marketing and
sales side benefited as well, and over the next four years, attendance at
Sadler’s Wells grew 25 percent, to 470,000 visitors a year.
Spalding believes that none of this would have occurred without the associate-
artist program. “I thought that it was important that it wasn’t just admin-
istrators around,” he said. “That there are actual living artists in the building
reminds everyone of what we’re doing. The whole organization is involved
in the work of artists.” By replacing anonymity with familiarity, Spalding had
altered attitudes and behavior, laying the groundwork for success.

2. HELP PEOPLE GRASP THE IMPACT OF THEIR WORK ON
THE CUSTOMER
Many companies give workers data about their customers. But giving
employees a clear sense of how their work directly affects specific customers
is more profound.
Wharton School professor Adam Grant conducted a series of experiments

with university fund-raisers.6 Fund-raising is a tough job; many people do
not appreciate unsolicited calls, and yet the typical fund-raiser must make
numerous calls before receiving a pledge. Most employers pay for performance:
a fund-raiser’s remuneration depends almost completely on the donations
secured. But the job is so monotonous and taxing that productivity and morale
are generally quite low.
Grant conducted two experiments. In one, he arranged for fund-raisers

to hear a senior executive and a board member of a university speak about
the significance of education in society and the importance of the fund-
raisers’ work to scholarship recipients. Nothing came of these supposedly
motivational speeches. Productivity didn’t improve at all.
In the other experiment, Grant arranged for fund-raisers to meet a student

who had received a scholarship. The student explained that the scholarship
had changed his life, allowing him to attend university and study abroad.
By conversing with the student, the fund-raisers saw the impact of their
work firsthand.
After meeting the student, fund-raisers placed many more calls than before
and secured larger donations per call. Research shows that the person on
the other end of the line can sense the caller’s enthusiasm.7 The fund-raisers’
new attitude made their phone conversations more engaging, convincing,
and successful. In the two months after meeting the student, fund-raisers
raised 295 percent more than they had in the two months before—an average
of $9,704.58 versus $2,459.44.
6
dam M. Grant, “Does intrinsic motivation fuel the prosocial fire? Motivational synergy in predicting persistence,
A
performance, and productivity,” Journal of Applied Psychology, January 2008, Volume 93, Number 1, pp.
48–58; Adam M. Grant, “The significance of task significance: Job performance effects, relational mechanisms,
and boundary conditions,” Journal of Applied Psychology, January 2008, Volume 93, Number 1, pp. 108–24;
Adam M. Grant et al., “Impact and the art of motivation maintenance: The effects of contact with beneficiaries
on persistence behavior,” Organizational Behavior and Human Decision Processes, May 2007, Volume 103,
Number 1, pp. 53–67; Adam M. Grant and David A. Hofmann, “Outsourcing inspiration: The performance
effects of ideological messages from leaders and beneficiaries,” Organizational Behavior and Human Decision
Processes, November 2011, Volume 116, Number 2, pp. 173–87.
7
Amy Drahota and Scott Simon, “Hearing a smile in tone of voice,” NPR, January 19, 2008, npr.org.

Helping people understand the impact of their work does not have to be
complicated or expensive. It should be personal, however. These kinds of first-
hand interactions should be built into an organization systematically. One
useful practice is to insist that all employees—whether they are customer facing
or not—make regular on-site visits to the end users of the company’s products.
That is what Dorothee Ritz, Microsoft’s general manager for Austria, did
with her Vienna-based employees.8 Ritz insisted that everyone see for them-
selves how people were implementing the company’s products and services.
One manager spent several days out on the street with police officers to
learn how they use remote data. Another manager spent two days in a hospital
to see the impact of going paperless. Soon, Ritz noticed, employees were
suggesting more pointed solutions for customers based on their on-site visits.
According to Ritz, this simple practice gives employees a better sense of
the real value of their work.
3. NOTICE, RECOGNIZE, AND REWARD GOOD WORK

Employees want to know that their work is noticed and valued. Smart companies
find meaningful ways to do this without doling out raises and bonuses.
Wikipedia relies heavily on unpaid editors who volunteer to create and

correct its pages. Retaining these editors is key to the success of the company.
To further this effort, the company gave UCLA Anderson assistant
professor Jana Gallus permission to randomly select a number of people
from a group of 4,000 eligible editors to receive an award (the remainder
served as the study’s control group).9
The Wikipedia award had two components: an electronic image posted on

the editor’s personal page and recognition on an official Wikipedia page.
Since editors use pseudonyms, the award conferred no direct personal gains
in a traditional sense. Nevertheless, this symbolic award spurred productivity
(up by 13 percent over 11 months) and retention (up 20 percent). Many
of the award-winning editors started taking on more ambitious tasks, such
as writing articles from scratch, while others tackled critical behind-
the-scenes coordination and maintenance. The editors also became more
engaged in helping others: reward recipients were twice as likely as other
editors to answer requests for help from community members.
8
aniel M. Cable, “Crafting narratives about purpose,” in Alive at Work: The Neuroscience of Helping Your
D
People Love What They Do, Boston, Massachusetts: Harvard Business Review Press, March 2018.
9
J ana Gallus, “Fostering public good contributions with symbolic awards: A large-scale natural field experiment
at Wikipedia,” Management Science, December 2017, Volume 63, Number 12, pp. 3999–4015.

“Thank you very much,” one editor posted on the award’s public discussion
page. “I have spent much time with Wikipedia. The recognition . . . makes
me very happy.” Another wrote, “I feel very honored to receive this award.
It makes me realize that contributions, even if they may be small, are
recognized here.”
Put simply, work becomes more meaningful when people know that their
actions are noticed and appreciated. The recognition doesn’t necessarily need
to be public, as Bryan Stroube from the London Business School and
Robert Vesco from Bloomberg discovered when they studied the comments
posted on the website Hacker News.
The site is part of Y Combinator, which provides seed money to start-

ups in exchange for an equity stake. The company built Hacker News for
entrepreneurs to post ideas for start-ups and get reactions from a relevant
community. All users, for example, can “like” a particular comment when
they value it. At one point in its history, Hacker News made the number of
likes that someone had accumulated visible to the community, but at another
time, it showed the number only to the individual commenter. By comparing
the public and private periods, Stroube and Vesco showed that publicizing
the numbers of likes did not increase useful comments across the system. The
number alone gave commenters a sense that their feedback was being
noticed and appreciated.
Many companies can create an internal network where employees can “like”
the work of colleagues. But the personal touch is important as well. Good
leaders make constructive praise a regular part of their management routine.
4. CONNECT DAILY WORK TO A GRANDER GOAL

Our first three suggestions offer simple ways to help employees feel that
their work is valuable. Our fourth suggestion offers a concrete way to
help employees understand how their daily responsibilities tie in to a higher
meaning, to a purpose larger than themselves.
Almost every company says they would like to do this, but few succeed.
Business leaders regularly communicate their company’s higher purpose
in a vision or mission statement and try to reinforce it at conferences
and workshops.
While these efforts are well intended, few have a positive or lasting impact.
Sometimes, the problem is the vision itself. Gerard Langeler, a cofounder

of Mentor Graphics, said that his own company fell into such a “vision trap”
when it defined its vision as “changing the way the world designs,” an
expression of purpose that was too grand and too detached from daily tasks.10
Sometimes, the problem is the way that the vision is communicated.
Remember the fund-raiser experiment? When leaders try to impose a vision,
employees tend not to take the message to heart. Employees need to make
the connection from their work to the company vision themselves.
To help leaders stimulate this bottom-up process, we recommend a simple

intervention technique based on the work of Antonio Freitas and his
colleagues from the State University of New York and New York University.11
The exercise pushes people to think about their work in an increasingly
high-level way and can be exercised one-on-one, during team meetings, or
in internal workshops.
Here is how it works. Imagine a manager at XYZ Technology who regularly

fills out performance-evaluation forms. The exercise begins by asking the
manager, “Why are you completing these forms?” Perhaps she would
answer, “In order to give my team members feedback about their performance
and to help them improve.” A second question builds on her answer: “Why
do you want to help them improve?” She might say, “so that my team can
develop better enterprise software.” A third repetition of the question builds
on the second answer: “Why do you want to build better enterprise
software?” She might answer, “to improve the efficiency of our customers.”
A fourth and final question gets to the essence of her work: “And why do
you want customers to be more efficient?” The response might be, “so they
are free to be their most creative and productive selves.” That is a grand
goal—indeed, the kind of thing a company might say in its mission statement.
As each of her answers builds on her previous ones, the manager comes to
align her task with the organization’s loftiest goals.
Wharton School’s Andrew Carton examined how a similar exercise worked

at NASA during the 1960s, when the agency was tasked with putting an
astronaut on the moon. In four steps, employees discovered a meaningful
connection between their work and NASA’s ultimate aspirations. These
steps linked their daily tasks (“I am building electrical circuits”) to NASA’s
10
erard H. Langeler, “The vision trap,” Harvard Business Review, March–April 1992, Volume 70, Number 2,
G
pp. 46–55, hbr.org.
11
ntonio L. Freitas et al., “Seeing oneself in one’s choices: Construal level and self-pertinence of electoral
A
and consumer decisions,” Journal of Experimental Social Psychology, July 2008, Volume 44, Number 4, pp.
1174–9, sciencedirect.com.

objective (“I am putting a man on the moon”) and even to a greater purpose
(“I am advancing science”). According to Carton, the personal connection
to a meaningful common goal boosted employees’ “coordination and collective
enthusiasm.” As one former NASA employee recalled, “We didn’t want to
go home at night. We just wanted to keep going, and we couldn’t wait to get
up and get back to work in the morning. The clarity of NASA’s strategic
objective helps remind managers of another important point about meaning:
namely, that employees must see clearly how their organization is trying
to contribute to a higher purpose, in the form of concrete strategic intent.12
Research confirms that people are more motivated and persistent when
they think about why they are doing something (for instance, losing weight
to become healthy) instead of what they are doing (eating a salad).13 After
the fund-raisers met the student, they focused less on what they were doing
(making unpleasant phone calls) and more on why (helping students fund
their college education). When people understand and believe in the reasons
behind their actions, they display greater resilience and stamina.
The idea that employees perform better when they feel a deep connection
to their work is a fundamental part of many corporate reorganizations, where
agile systems and other efforts are designed to tap a company’s greatest
asset: the personal creativity of its employees. But it is not enough to institute
systemic changes and hope that employees will rise to the task. Instead,
senior executives should take the sorts of practical steps that help employees
in their search for meaning at work. When successful, these efforts provide
a road map for aligning the personal aspirations of employees with the most
important goals of the organization—a combination that benefits everyone.
12
or a deeper look at the importance of strategic clarity as it relates to meaning, we recommend the work of
F
Claudine Gartenberg. See, for example, Claudine Madras Gartenberg, Andrea Prat, and George Serafeim,
“Corporate purpose and financial performance,” Organization Science, forthcoming, ssrn.com.
13
Daniel M. Cable, Alive at Work.
Dan Cable is a professor of organizational behavior at the London Business School and
the author of Alive at Work: The Neuroscience of Helping Your People Love What They Do
(Harvard Business Review Press, 2018). Freek Vermeulen is the chair of strategy and
entrepreneurship faculty at the London Business School and the author of Breaking Bad
Habits: Defy Industry Norms and Reinvigorate Your Business (Harvard Business Review
Press, 2017).

Illustration by Kotryna Zukauskaite
The link between meaning
and organizational health
Employees are more likely to find meaning at work when the
organizations they work in are healthy.
by Rodgers Palmer and Bill Schaninger
Meaning is an important but squishy concept, and we appreciate the efforts of

London Business School professors Dan Cable and Freek Vermeulen to add some
structure to it (see “Making work meaningful: A leader’s guide,” on page 106).
Their observations, along with those of Stanford professor Jeffrey Pfeffer in
another recent McKinsey Quarterly article,1 resonate with our own, decade-
plus effort to understand the importance and drivers of organizational health.
To understand the relationship between meaning and health, consider the recent
work of a banking network to improve retention among 12,000 individuals. The
bank found that demographic data, such as age, salary, and performance ratings,
were far less correlated with employees’ intention to leave the bank than were
their attitudes toward several determinants of organizational health—defined
as the organization’s ability to align around a common vision, execute against
that vision effectively, and renew itself through creative thinking. In the case of
the bank, the organizational health and retention relationship was particularly
strong with respect to variables connected to meaning—among them motivation,
the work environment, and how open and trusting the workplace was.
This case example speaks to a broader trend seen in our research, which
now encompasses more than five million survey responses, from employees
at 1,700 organizations, regarding 37 workplace practices. Those responses
1
ee Jeffrey Pfeffer, “The overlooked essentials of employee well-being,” McKinsey Quarterly, September 2018,
S
McKinsey.com.

aggregate to nine outcomes related to health and, ultimately, to a single metric
(McKinsey’s Organizational Health Index, or OHI). As we’ve elaborated
elsewhere, organizational health is correlated with financial performance. It
also appears to reflect meaning and employee well-being, as described by Cable,
Vermeulen, and Pfeffer:
• Cable and Vermeulen find that among the many ways that companies create
meaningful workplaces, the ability of leaders to connect daily work to a
grander goal stands out. Our work confirms that “direction”—the ability to give
employees a clear sense of where an organization is headed—is a critical
determinant of organizational health. And “employee engagement”—the extent
to which leaders engage employees on the objectives of the organization—is
among the three workplace practices that contribute most to strong direction.
• These findings are consistent with Pfeffer’s conclusion that a sense of job
control is central to the physical and mental health of employees. Pfeffer
also shows that having strong personal connections and relationships at work
improves employee well-being. Our research confirms that the quality of
employee interactions, measured through the strength of the “work environ-
ment,” is a key driver of health, and that “open and trusting” workplace
behavior is a critical contributor to a strong work environment.
• Finally, we’ve seen over and over that giving people a sense of ownership and
control contributes to a greater sense of accountability, to a better work
environment, and to stronger execution skills. While this may sound intuitive,
we know from experience that it’s challenging for employees to embrace
true ownership, and for leaders to let go sufficiently for the ownership to
become real. We’re hopeful that the consistency between our ground-level
analysis of individual workers and their organizations, on the one hand, and
the academic pattern recognition of Cable, Vermeulen, and Pfeffer, on the
other, will embolden more leaders to try.
Ultimately, leaders who create meaningful work environments contribute to the

health of their employees and their organizations. Whether the relationship
between individual and organizational health is causal or merely correlated, we
don’t yet know. Nor do we particularly care. The facts before us suggest that
meaning, health, and performance go hand in hand—and that should be enough
for leaders seeking to leave a legacy by improving their companies and the lives
of their employees.
Rodgers Palmer is a senior solution leader and associate partner of McKinsey’s OrgSolutions
and is based in McKinsey’s Washington, DC, office; Bill Schaninger is a senior partner in the
Philadelphia office.
The link between meaning and organizational health 117

118
Illustration by Dan Page
Blockchain beyond the
hype: What is the
strategic business value?
Blockchain can generate meaningful value for many companies.
The key is figuring out what strategy makes sense, given your
customers’ pain points and your company’s market position.
by Brant Carson, Giulio Romanelli, Patricia Walsh, and Askhat Zhumaev
Blockchain is all the rage. Bitcoin—the first and most infamous application
of the technology—has grabbed headlines for its rocketing price and volatility.
Predictions such as the World Economic Forum survey suggesting that
10 percent of global GDP will be stored on blockchain by 2027 have inspired
government task forces, breathless press reports, and a multitude of con-
versations at Davos and in corporate conference rooms.1
Tellingly, large investments are being made. Last year, venture capitalists
put more than $1 billion into blockchain start-ups.2 Initial coin offerings (ICOs),
the blockchain-backed sale of cryptocurrency tokens in a new venture,
raised $5 billion in 2017. Leading technology players are putting money and
people into blockchain: IBM has invested $200 million and more than
1,000 employees in the blockchain-powered Internet of Things (IoT). 3
1
eep shift: Technology tipping points and societal impact, World Economic Forum, September 2015,
D
weforum.org.
2
“Blockchain startups absorbed 5X more capital via ICOs than equity financings in 2017,” CB Insights, January
2018, cbinsights.com.
3
“IBM invests to lead global Internet of Things market—shows accelerated client adoption,” IBM, October 2016,
ibm.com.
Blockchain beyond the hype: What is the strategic business value? 119
Yet the fact remains that blockchain is an immature technology with a nascent
market and no clear recipe for success. No wonder many corporate leaders are
asking themselves a lot of questions. Is blockchain a disruptive threat? Is
it a fad? Most importantly, can blockchain have strategic value for my company?
To help answer these questions, we embarked on an industry-by-industry

analysis of existing blockchain strategies, interviewing a range of experts
including the executives overseeing these efforts at a number of companies.
We evaluated the strategic importance of blockchain to major industries
and identified who can capture what type of value through what type of
approach. Our research led us to three key insights on the strategic value
of blockchain:
• Blockchain does not have to be a disintermediator to generate value.
• Blockchain’s short-term value will be predominantly in reducing cost.
• Commercially viable blockchain solutions deployed at scale are three to

five years away for most companies.
In this article, we’ll explain how we arrived at these insights and we’ll describe
a structured approach companies can follow to evaluate blockchain strategies.
Some organizations may discover ways to extract value from blockchain
in the short term. Dominant companies may discover even more: if they are
willing to invest now to establish their blockchains as market solutions,
they can cement their leadership and forestall the incursion of disruptive
digital natives.
WHAT IS BLOCKCHAIN?
Blockchain is not synonymous with Bitcoin, which is just one cryptocurrency
application that uses it. Blockchain is a distributed ledger, or database,
shared across a public or private computing network. Each computer node
in the network holds a copy of the ledger, so there is no single point of failure.
Every piece of information is mathematically encrypted and added as a
new “block” to the chain of historical records. Various consensus protocols
are used to validate a new block with other participants before it can be
added to the chain. This prevents fraud or double spending without requiring
a central authority. The ledger can also be programmed with “smart contracts,”
a set of conditions recorded on the blockchain, so that transactions auto-
matically trigger when the conditions are met. For example, smart contracts
could be used to automate insurance-claim payouts.

Blockchain’s core advantages are decentralization, cryptographic security,
transparency, and immutability. It allows information to be verified and
value to be exchanged without having to rely on a third-party authority. Rather
than there being a singular form of blockchain, the technology can be
configured in multiple ways to meet the objectives and commercial require-
ments of a particular use case. Indeed, our research focused on more than
90 discrete use cases of varying maturity for blockchain across industries.
To clarify this variety of applications, we structured use cases into six
categories across blockchain’s two fundamental functions: record keeping
and transacting. Some industries have applications across multiple
categories, while others concentrate on one or two.
Blockchain’s disruptive potential lies partly in its technology, which eliminates

the need for an entity to be in charge of managing, storing, and funding a
database. A public blockchain, such as Bitcoin, has no central authority. This
peer-to-peer model can become commercially viable due to blockchain’s
ability to compensate participants’ contributions with “tokens” (application-
specific cryptoassets), as well as with a stake in any future increases in
the value. As a result, public blockchains can foster total disruptive disinter-
mediation. However, as we explain in the following section, smart incumbent
companies willing to engage with blockchain now can use the technology
to prevent disintermediation.
THREE BLOCKCHAIN TRUTHS TO HELP SHAPE YOUR STRATEGY

Incumbents looking to defend against disintermediation—or to go on the
offensive themselves—should start by understanding three key insights.
‘Permissioned’ blockchains generate value and ward off

disintermediation
The commercial model that is most likely to succeed in the short term is a
different kind of blockchain, a “permissioned” one, with controlled access
and editing rights (exhibit). In this model, participants can benefit from
securely sharing data while automating control of what is shared, with whom,
and when. Equipped with meaningful transparency and fraud controls,
these permissioned blockchains help existing companies reduce the complexity
and cost of multiparty transactions. It’s a way for incumbents to harness
blockchain rather than be overtaken by it. Dominant players can maintain
their positions as central authorities or join forces with other industry
players to capture and share value.
Permissioned blockchains allow companies to develop distinctive value

propositions in commercial confidence, with small-scale experimentation
Q4 2018
Blockchain
Exhibit 1 of 1
Exhibit
Private, permissioned blockchain architecture offers a way to optimize network
openness and scalability.
Blockchain-architecture options
Permissionless Permissioned
Anyone can join, read, write, Anyone can join and read
and commit Only authorized and known
Public Hosted on public servers participants can write and commit
Anonymous, highly resilient
Ownership Low scalability Medium scalability

of data
infrastructure Only authorized participants can Only authorized participants
join, read, and write can join and read
Private Hosted on private servers Only the network operator can

write and commit
High scalability Very high scalability
preceding scaled executions. At the Australian Securities Exchange, for

example, a blockchain system is being deployed for equities clearing to reduce
back-office reconciliation work for its member brokers.4 IBM and Maersk
Line, the world’s largest shipping company, are working together to create
a blockchain platform that would provide traders with a secure, real-time
exchange of supply-chain data and paperwork.5
The potential for blockchain to become a new open-standard protocol for

use cases such as trusted records, identity, and transactions offers incumbents
a powerful safeguard against disintermediation. Industry players greatly
reduce the aperture for radical new entrants by learning to extract value from
blockchain, especially if that value benefits customers. The degree to which
incumbents adapt and integrate blockchain technology will determine its
disruptive force in their industry.
In the short term, blockchain’s strategic value is mainly in

cost reduction
Initially, blockchain will drive operational efficiencies. It takes cost out of
existing processes by removing intermediaries and rationalizing administrative
processes such as record keeping and transaction reconciliation. In the cases
we analyzed, approximately 70 percent of the value at stake in the short term
was in cost reduction.
4
“ASX selects distributed ledger technology to replace CHESS,” ASX, December 2017.
5
“Maersk and IBM to form joint venture applying blockchain to improve global trade and digitize supply chains,”
IBM, January 2018, ibm.com.

Certain industries’ fundamental functions are inherently more suited to
blockchain solutions. The core functions of financial-services firms, for example,
such as verifying and transferring financial information and assets, align
closely with blockchain’s core transformative impact. This explains why
approximately 90 percent of major Australian, European, and North American
banks are already experimenting or investing in blockchain. Governments,
too, can reap considerable savings by putting key record-keeping and verifying
functions onto blockchain infrastructure. From birth certificates to taxes,
blockchain-based records and smart contracts can simplify interactions with
citizens and increase data security. More than 25 governments are actively
running blockchain pilots supported by start-ups. In healthcare, blockchain
applications could unlock the value of data availability and exchange for
providers, patients, insurers, and researchers. Blockchain-based healthcare
records can improve administrative efficiency and give researchers access
to the historical, patient-identity-protected data sets crucial for advancements
in medical research.
Significant, scaled commercial applications are likely three to

five years away
Over time, the value of blockchain will shift from driving cost reduction to
enabling entirely new business models and revenue streams. One promising
use case is the creation of a distributed, secure digital identity. This could
be helpful for individuals and lucrative for companies, which could customize
services to people who grant them access in ways we can’t imagine now. But
these kinds of new businesses are more of a long-term possibility than a near-
term reality. Why? Because time is needed for four key factors to mature:
standards and regulations, technology, asset digitization, and ecosystem.
Common standards must be developed. The lack of common standards

and clear regulations can be a major limitation on the scalability of blockchain
applications. When cooperation between multiple players is necessary,
establishing such standards is as complex as it is critical. Industry consortia,
such as the 70-bank group that collaborated to develop the financial-grade
open-source Corda blockchain platform, will be needed to establish common
standards. That kind of work is time-consuming.
Thankfully, regulators are generally engaged rather than opposed or unaware.

The US Securities and Exchange Commission, for example, is bringing ICOs
under the agency’s regulation and into the mainstream.6
6
Jay Clayton, “Statement on cryptocurrencies and initial coin offerings,” U.S. Securities and Exchange
Commission, December 2017, sec.gov.
Technology must advance. The immaturity of blockchain technology is a
major concern for companies today. Organizations need a trusted enterprise
solution, particularly because they may not realize the cost benefits of
blockchain until their old systems are decommissioned. Currently, few start-
ups have sufficient credibility, technology stability, or industry expertise
for government or industry deployment at scale. Major technology players are
positioning themselves to address this gap with blockchain-as-a-service
(BaaS) offerings in a model similar to cloud-based storage.
Assets must be digitally connected. Assets such as equities, which are digitally
recorded and transacted, can be simply managed end to end on a blockchain
system or integrated through application programming interfaces (APIs)
with existing systems. However, connecting and securing physical goods to
a blockchain requires enabling technologies like IoT and biometrics. This
connection can be a vulnerability in the security of a blockchain ledger.7 While
the blockchain record might be immutable, the physical item or IoT sensor
can be tampered with. Certifying the chain of custody of commodities such
as grain or milk, for example, would require a tagging system like radio-
frequency identification, which could increase assurance even if it couldn’t
deliver absolute provenance.
The coopetition paradox must be resolved. Blockchains become more valuable

with more participants, but they also become more complex to coordinate.
For example, a blockchain solution for digital media, licenses, and royalty
payments requires massive coordination among producers and consumers
of digital content. Resolving this paradox of natural competitors having to
cooperate is the toughest of these four factors. The issue is not identifying
the network—or even getting initial buy-in—but agreeing on the governance
decisions around how the system, data, and investment will be led and
managed. The strategic incentives of the players must be aligned, a task that
can be particularly difficult in highly fragmented markets. Overcoming
this issue often requires a sponsor, such as a regulator or industry body, to
take the lead.
A STRUCTURED WAY TO DEVELOP BLOCKCHAIN STRATEGY

Fear of missing out on a new technology sometimes leads companies to
develop solutions to problems that don’t exist. We believe companies can
avoid this trap through a structured approach to blockchain.
7
To be sure, blockchain does not eliminate the possibility of fraudulent data being written to the database, which
could in turn be used to substantiate the existence of fraudulent assets.

First, identify and skeptically assess a specific use case that can create value.
Most companies can find use cases by taking a close look at the pain points
affecting their industry and their customers. Companies can decide whether
these cases are feasible by considering a variety of factors, such as its
capability to design a blockchain solution, technology and asset constraints,
and the potential for passing on benefits and savings to customers. If a use
case does not meet a minimum level of feasibility and potential return, then
companies should avoid launching a project just to “be in the game.”
Companies that have identified a promising use case, however, will move
on to the second part of our structured approach: understanding how their
market position will impact that target use case.
Part of blockchain’s value comes from its network effects and interoperability,
and all parties need to agree on a common standard to realize this value—
multiple siloed blockchains provide little advantage over multiple siloed data-
bases. As the technology develops, a market standard will emerge and
investments into the nondominant standard will be wasted. Coordination
with other industry players is critical. That’s why a company’s market
dominance, or lack thereof, affects its ability to influence other key players
in the industry and to help shape standardization and regulatory barriers.
Here’s how market position shapes blockchain strategy.
Leaders: Build on existing strengths

Leaders are dominant players in industries with few requirements for
coordination and regulatory approval. These companies should pursue use
cases now. They have the potential to create solutions that can solidify
their market position and set industry standards. The greatest risk for these
companies is inaction, which could open a competitive window for disruptors.
Change Healthcare is an example of a company taking advantage of its

market leadership. One of the largest independent healthcare IT companies
in the United States, it launched an enterprise-scale healthcare blockchain
for claims processing and payment.8
Conveners: Shape standards to gain an edge

Conveners are dominant players who cannot single-handedly direct block-
chain adoption, since they operate in industries with considerable regulatory
and standardization barriers. Conveners need to drive the conversations
8
“Change Healthcare announces general availability of first enterprise-scale blockchain solution for healthcare,”
Change Healthcare, January 2018, changehealthcare.com.
and consortia that will shape the new standards poised to disrupt their
current businesses. Then they can position themselves to shape and capture
the value of new blockchain standards.
Convening tactics should be deployed for high-value use cases, such as trade
finance, that cannot be realized without a broadly shared set of standards.
An example of a convener following this strategy is Toyota, whose Research
Institute set up the Blockchain Mobility Consortium with four global
partners to focus on blockchain solutions for critical accelerators of auton-
omous vehicles: data sharing, peer-to-peer transaction, and usage-
based insurance.9
Followers: Stay informed and be ready to move fast

Most companies are followers, in the sense that they lack the power to
influence all necessary parties, especially when applications of blockchain
require high standardization or regulatory approval. But followers
cannot afford to ignore blockchain. They must be informed about market
innovations, keeping a close watch on blockchain developments. They
should also be prepared to move fast to adopt emerging standards. Just as
businesses have developed risk and legal frameworks for adopting cloud-
based services, companies should focus on developing a strategy for how
they will implement and deploy blockchain technology.
Followership is risky, given the ability of dominant players to establish

private-permissioned networks. A follower, no matter how fast, may
find itself locked out of the exclusive club that establishes the initial proof of
concept. Companies can mitigate this risk by joining select existing
and emerging consortia early. The short-term investment costs of member-
ship are often outweighed by the long-term costs of getting left behind.
Attackers: Leverage their market leadership

Attackers are often new market entrants without an existing market share to
protect, armed with disruptive or transformative business models and
blockchain solutions. Attackers offer a service intended to disintermediate
existing players. Most peer-to-peer applications, from finance to insurance
to property, fall into this category. A good example of an attacker is Australian
start-up Power Ledger, a peer-to-peer marketplace for renewable energy that
raised 34 million Australian dollars through its ICO.10 Sometimes, companies
9
“Toyota Research Institute explores blockchain technology for development of new mobility ecosystem,”
Toyota, May 2017, toyota.com.
10
“Power Ledger token generation event closes with A$34million raised,” Power Ledger, October 2017,
web.powerledger.io.

pursuing an attacker strategy will try to partner with a dominant company in
the market to leverage their leadership influence.
Incumbents can deploy an attacker’s blockchain strategy in a separate, noncore

digital business. Blockchain-as-a-service (BaaS) providers, for example,
often adopt an attack strategy when they try to sell services into industries
where they currently do not participate.
Blockchain has strategic value for many companies. In the short term, the
technology can reduce costs without disintermediation, and in the long
run it can create new business models. Existing digital infrastructure and
the growth of BaaS offerings have lowered the costs of experimentation.
However, a variety of fundamental factors limit the scalability of many use
cases and extend the amount of time needed for return on investment on
proof of concepts.
Assessing these factors with pragmatic skepticism about the scale of impact
and speed to market will help reveal the correct strategic approach on where
and how companies can extract value in the short term. Dominant players,
however, have an enormous opportunity to establish their blockchain as the
market solution. They should be making those moves now.
Brant Carson is a partner in McKinsey’s Sydney office, where Giulio Romanelli is an

associate partner and Askhat Zhumaev is a consultant; Patricia Walsh is a consultant in
the Melbourne office.
The authors wish to thank Dorian Gärtner, Matt Higginson, Jeff Penney, Gregor Theisen,
Jen Vu, and Garima Vyas for their contributions to this article.
For the full article, which includes a snapshot of more than 90 use cases for blockchain
across 14 industries, see “Blockchain beyond the hype: What is the strategic business value?,”
on McKinsey.com.
Illustration by Kagan McLeod
TAKING THE ‘OUTSIDE VIEW’

In this new series, we highlight the cognitive and
organizational biases that sometimes trip up executives
and undermine good decision making.
This quarter’s busted bias: the tyranny of inward focus.
by Tim Koller and Dan Lovallo
The problem
You are the head of a major motion-picture studio, and you must
decide whether to greenlight a movie project. You need to predict
whether it will be boffo (a box-office hit) or a bust. To make this
decision, you must make two interrelated forecasts: the costs of
production and potential box-office revenue.
Production costs are easy, you think: you know the shooting
days, specific location costs, and computer-generated imagery costs.
You can enter these into a spreadsheet that reflects the film’s
production plan. Potential box-office revenue is harder to predict, but
you know roughly how many screens the film will be on during
opening weekend, how “hot” your stars are right now, and how much
you are going to spend on advertising.
Do you have enough data to make a decision? Maybe. Are the data
enough to make the right decision? Probably not. Research shows
that film executives overestimate potential box-office revenue most
of the time.

The research
That’s because film executives often take what Nobel laureate
Daniel Kahneman and colleagues refer to as the “inside view.”1 They
build a detailed case for what is going to happen based on the
specifics of the case at hand rather than looking at analogous cases
and other external sources of information. (If they do look at
other data, it’s often only after they’ve already formed impressions.)
Without those checks and balances, forecasts can be overly
optimistic. Movie projects, large capital-investment projects, and
other initiatives in which feedback comes months or years after
the initial decision to invest is made often end up running late and
over budget. They often fail to meet performance targets.
The remedies
One way to make better forecasts, in Hollywood and beyond, is
to take the “outside view,” which means building a statistical view
of your project based on a reference class of similar projects.
Indeed, taking the outside view is essential for companies seeking
to understand their positions on their industries’ power curves of
economic profit.2 To understand how the outside view works, con-
sider an experiment performed with a group at a private-equity
company. The group was asked to build a forecast for an ongoing
investment from the bottom up—tracing its path from beginning
to end and noting the key steps, actions, and milestones required to
meet proposed targets. The group’s median expected rate of
return on this investment was about 50 percent. The group was then
asked to fill out a table comparing that ongoing investment with
categories of similar investments, looking at factors such as relative
quality of the investment and average return for an investment
category. Using this outside view, the group saw that its median
expected rate of return was more than double that of the most
similar investments (exhibit).
The critical step here, of course, is to identify the reference class of

projects, which might be five cases or 500. This process is part
art and part science—but the overriding philosophy must be that
there is “nothing new under the sun.” That is, you can find a
reference class even for ground-breaking innovations—something
music company EMI (of The Beatles fame) learned the hard way.
In the 1970s, EMI entered the medical-diagnostics market with a

computed tomography (CT) scanner developed by researcher
and eventual Nobel Prize winner Godfrey Hounsfield. The company
129
Q4 2018
Blockchain
Exhibit 1 of 1
Exhibit
Private-equity teams built a more accurate forecast using the outside view.
Estimated rate of return, %
50
The team’s estimated rate of return for the

targeted project was more than double that
of the most similar projects.
19 20
Inside view1 Outside view2
1 Forecast for an ongoing investment based on specifics of case at hand.

2 Comparison of ongoing investment with 2 categories of similar investments based on analogous cases and external
sources of information.
had limited experience in the diagnostics field and in medical sales and
distribution. But based on an inside view, senior management placed
a big bet on Hounsfield’s proprietary technology and sought to build the
required capabilities in-house.
It took about five years for EMI to release its first scanner; in that time,
competitors with similar X-ray technologies as well as broader, more
established sales and distribution infrastructures overtook EMI. In seeking
to do everything alone, EMI suffered losses and eventually left the
market. Building a reference class would have allowed the company to not
only predict success in the market for CT scanners but also develop a
more effective go-to-market strategy.3
Compared with EMI’s situation, finding a reference class for a film project
might seem like a no-brainer: you figure there will be lots of movies in the
same genre, with similar story lines and stars, to compare with the focal
project. And yet, when we asked the head of a major motion-picture studio
how many analogues he typically used to forecast movie revenue, he

answered, “One.” And when we inquired about the most he had ever used,
he said, “Two.” Research shows that using the correct reference class can
reduce estimation errors by 70 percent.4
Companies often think it is too hard and too time-consuming to build a

reference class. It is not. In an effort to improve the US military’s effectiveness
in Iraq in 2004, Kalev Sepp, a former special-forces officer in the US Army,
built a reference class of 53 counterinsurgency conflicts with characteristics
of the Iraq war, complete with strategies and outcomes. He did this on his
own in little more than 36 hours. He and his colleagues subsequently used
the reference class to inform their decisions about critical strategy and policy
changes. Other organizations can do the same—learning as much from
others’ experiences as they do from their own.
1 Daniel Kahneman and Dan Lovallo, “Timid choices and bold forecasts: A cognitive perspective on risk
taking,” Management Science, January 1993, Volume 39, Number 1, pp. 17–31.
2 The power curve is a global distribution of companies’ economic profit. For more on this concept,
see The Strategy & Corporate Finance blog, “Is your strategy good enough to move you up on the
power curve?,” blog entry by Martin Hirt, January 30, 2018, McKinsey.com.
3 John T. Horn, Dan P. Lovallo, and S. Patrick Viguerie, “Beating the odds in market entry,” McKinsey
Quarterly, November 2005, McKinsey.com.

4 Bent Flyvbjerg, Massimo Garbuio, and Dan Lovallo, “Delusion and deception in large infrastructure
projects: Two models for explaining and preventing executive disaster,” California Management Review,
Winter 2009, Volume 51, Number 2, pp. 170–93.
Tim Koller is a partner in McKinsey’s New York office, and Dan Lovallo, an alumnus
of McKinsey’s San Francisco office, is a professor of business strategy at the University
of Sydney.
131
Last Laugh
Design for the ages

Learning, testing, and iterating with users is often the foundation of great design.
Does your organization know how to rinse and repeat?
“I’m calling it the wheel . . . it might need a little more

usability testing.”
For more on the foundations of great design, see “The business value of design,” on page 58.

Highlights
The cornerstones of large-scale technology

transformation: A playbook for CEOs
The business value of design—four priorities

for improved performance
How software giant SAP is helping its workforce

keep pace with technological change
Making work meaningful: A leader’s guide
Agility at the Rijksmuseum—transforming the

museum, and its organization
Getting an edge in the Internet of Things
Digital strategy: The four fights you have to win
Closing the gender gap—a missed opportunity

for new CEOs
Blockchain beyond the hype: What is the

strategic business value?
How incumbent companies are responding

to digital threats
Bias Busters: A new series on countering the

cognitive biases that undermine decision making
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What are the three critical priorities discussed for seizing new business opportunities?

What are the three critical priorities discussed for seizing new business opportunities?

What are some of the challenges of integrating multiple technologies?

What are some of the challenges of integrating multiple technologies?

2018

The new enterprise DNA

Published since 1964

McKinsey Quarterly meets

The paper used in the

Printed in the United States

Building the skills and organizational alignment needed to deliver on the

Together, these articles paint a picture of the changing corporate organism.

THE NEW ENTERPRISE DNA

39 The cornerstones of large-scale technology

53 Taking digital transformation to the limits

58 The business value of design

73 Building the workforce of tomorrow, today

78 Digital strategy: The four fights you have to win

90 Building a tech-enabled ecosystem: An interview

106 Making work meaningful: A leader’s guide

116 The link between meaning and organizational health

118 Blockchain beyond the hype: What is the strategic

Setting the framework for car connectivity

Contributing editors Scan a summary of this issue

Design and data visualization Listen to McKinsey Quarterly Audio

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8 Closing the gender gap: 17 Setting the framework Industry Dynamics:

26 Choosing the right path 36 Lessons from the beauty

CLOSING THE GENDER GAP: A MISSED

8 McKinsey Quarterly 2018 Number 4

Female representation in senior management at start and end of a CEO’s tenure, %

10 McKinsey Quarterly 2018 Number 4

1 McKinsey research indicates that companies in the top

quartile for gender diversity in the executive team are, for

and the kinds of moves they make, see Michael Birshan,

12 McKinsey Quarterly 2018 Number 4

by Randy Lim, Jean-Benoît Grégoire Rousseau, and Brooke Weddle

14 McKinsey Quarterly 2018 Number 4

Incidents per 200,000 hours worked¹

Companies’ performance on Organizational Health Index

up innovation involves encouraging and introducing change, which many see

“Organizational health: A fast track to performance

These research findings show that healthy

16 McKinsey Quarterly 2018 Number 4

by Michele Bertoncello, Asad Husain, and Timo Möller

In the automotive sector, as elsewhere in The role of frameworks

Function is system-enabled Function is performed manually or not available

Basic vehicle Link to Personalization Multisensory Intelligent

1 General hardware connectivity 3 Preference-based personalization 5 Virtual chauffeur

18 McKinsey Quarterly 2018 Number 4

vehicle experience to consumers.

20 McKinsey Quarterly 2018 Number 4

by Michael Chui, Brett May, and Subu Narayanan

% of respondents1 IoT priorities: leading companies

Optimize internal business operations

Monitor the company’s products to

8 Closing the gender gap: 17 Setting the framework Industry Dynamics:

26 Choosing the right path 36 Lessons from the beauty

1 McKinsey research indicates that companies in the top

1 See Kabir Ahuja, Liz Hilton Segel, and Jesko Perrey,

1 In the autumn of 2017, we surveyed nearly 1,400

• Develop technology road maps that strategically focus investments

• Train managers to recognize new opportunities and build in-house

• Establish a modern technology environment to support rapid

• Focus relentlessly on capturing the strategic value from technology by