The main man who tracks the influencers, Duncan Chapple, gives us a little sneak preview into how this year’s Analyst Value Survey is chugging along, with several hundred research buyers already sharing their views:
Click to access article
If you haven’t yet had your chance to share your opinions of which analysts are doing (or not doing ) it for you, do spend a few minutes completing the 2015/16 Kea Company Analyst Value Survey by clicking here.
Duncan Chapple leads Kea Company’s Influencer Relations Practice (Click for Bio)
It seems the “freemium” model we’ve adopted at HfS over the last six years is really having an impact. It’s our view that top insights shouldn’t be stuffed behind a firewall. Clients will pay for premium data, indepth analyst strategy session and in-depth competitive landscape reports, but when it comes to insights, viewpoints, or just some plain old entertainment, why hide it?
Freemium isn’t disruptive, it’s the way forward for an analyst industry, much of which refuses to break out of its stale model. If people stop reading research and genuine insights, we might as well all pack up and go home now, so let’s promote what we do, not hide it.
Having a prolific analyst team beat the As-a-Service drum every day is the real reason for our continual impact – they keep the views fresh, varied and unvarnished, while maintaining that personal touch, which is what we’re all about at HfS.
Thanks for those who have voted for us (so far), we really appreciate your support and feedback. If you would like to share your views on what you would like to see more (or less) from us, do email us here.
Admit it, people, you’re all being subjected to presentations from many service providers and advisors that have become so confusing you’re actually too embarrassed to say: “I really haven’t got a clue what you are trying to pitch me here”.
In many cases, you suspect the suit presenting it to you probably doesn’t have much of a clue either, so you just zone out and permit him to portray painfully his pre-scripted, professionally puffed-up, potpourri of PowerPoint.
I don’t believe I’ve ever witnessed a time our services “industry” has descended into such a mind-numbing pattern of meaningless marketing hype and unintelligible bullsh*t. It was bad enough when everyone was painting pretty pictures of “transformation” to sugar-frost labor arbitrage deals, but at least we could understand the bullsh*t and detect its scent a mile away.
Today, we’ve fallen even deeper into a trough of verbose desperation, as most service providers and advisors replicate each others’ sales decks to reel off an increasingly inane plethora of confused rubbish, that is transcending further and further away from reality. In most cases, this is much worse than mere sales hype, it is hype and confusion squished together in such a confused steaming mess, it leaves most of us speechless to even question it. How can you ask sensible questions, when you just don’t really understand what you’re being presented?
When we questioned the understanding of today’s technology enablers with 178 experienced service buyers, the results are quite alarming – and telling:
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Despite being the most hyped technology to hit the services market in the last three years, only 50% of service buyers actually understand what Robotic Process Automation is? And only a third grasp what cognitive computing platforms are? How many more millions need to be spent on these newfangled cognitive/autonomic platforms until the people who are their prospective customers actually understand what the hell they are? How many more millions do these providers, analysts and advisors need to spend on stroking each others’ egos at expensively assembled boondoggles, before they realize their actual prospective customers haven’t got a bloody clue what they are talking about? How many more millions are going to be spent on marketing campaigns that just leave us scratching our heads, confused as to what is actually being sold?
Some vain suggestions to get us back to something closely resembling reality
Invest in executives who can hold meaningful conversations with your clients. “We’re just not talking to the right people,” confined one service provider leader to me recently. We quickly came to the conclusion this was because his firm had not recruited the right people to have the right conversations with the right level of people. This is where service providers and advisors have to invest, if they are going to make it past this era of BS. Too many are skimping it with cheaper kids and inexperienced sales people who just don’t have the chops and years of experience on the client side, to get them to open up about their challenges and create interest in hiring them. We’re not just selling a software product here, we’re selling services to address fundamental business pain points. So waste less money on meaningless marketing and ineffective sales people, and find the talent which can hold the conversations you need to be successful. Be unafraid to change the failing recruitment model in this business – there are hoards of really smart, articulate, experienced people out there. Otherwise, you will probably fail.
Kill the PowerPoint. I can’t believe I am still talking about this one, but it’s got even worse in most cases. And the PowerPoint’s got even more canned and scripted. It’s become an excuse not to have a meaningful conversation. It’s become the glitz the ineffective sales guys can hide behind to avoid the meaningful conversations.
Start with the solution and get to the point. People will immediately resonate with you, when you articulate what you are trying to talk to them about. Never be afraid of the blindingly obvious – if people understand what you are talking about, you will get their attention. “Our solution can take out 40% of cost, like we already have for xxxx”… or “We can fix your manual processes in six months with our revolutionary new automation tool and here’s how we’ve done it”. Or “We are the leader for high value solutions in healthcare, or banking and this is why” etc. Don’t amble on with a dull build up to sound clever, and really avoid the canned Nascar slide, when it’s clearly a hodge-podge of logos of everyone who’s had some vague connection with you. It’s cheesy. And tone down the incessant use of flashy terminology – we all know it by now. Let’s revert to more plain English, please.
Bring real personalities into play, not sales people. As we discussed last week, the focus of work today is about increasingly about enjoying who you’re working with. People want to engage with people with charisma, who actually want to create relationships, not the old school sales rep who are “only selling”. We’re all in the relationship business and need to create long term relationships with our clients and partners, whether or not they buy from us today. People are still buying from people – especially as the technology becomes more and more commonplace. There is always a lot more forgiveness factor from clients for a sloppy transition or an over-budget implementation, where the relationships are true and strong. We might be in the era where technology is at the center of our world, but this means the real differentiation is with the people applying the technology.
The Bottom-line: We have to fix our bullsh*t problem, or this industry will fade into irrelevance
We’re in the business of helping clients run their operations more productively – that’s never changed. We’re not in the business of trying to be the smartest guy in the room. And we’re certainly not in the business of creating the largest array of pre-scripted canned marketing hype. It’s time to get back to basics, focus on the people we have fronting our capabilities and making sure our clients understand us – and are engaged with us. If we’re not, we might as well go home now, as others are coming along who are changing the conversation and having the meaningful dialog.
We made the conscious decision to invest in researching the healthcare and life sciences industries when we founded HfS, and one of those investments was to hire Barbra McGann to define the space, really sift through the core processes, issues and political dynamics to form a concise picture of who is genuinely innovating, who is effectively executing and aligning their capabilities to solving (and finding) problems for stressed healthcare clients.
The Blueprint goes in-depth as the market transitions to As-a-Service, with a focus on the consumer/member/patient, and more flexible solutions. Barbra looks at the increasing use and integration of automation, analytics, and other digital technologies into offerings; examines the changes in demand for talent; and investigates the increasing need for more collaborative and value-based engagements.
So, we thought, who better than Barbra to tell us about it?
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Barbra, with all the market perspective published on healthcare today, what is unique about the HfS Healthcare Payer Operations Blueprint?
Phil, the only place that seems to be cutting back on reading material is the waiting room at the doctor’s office. (Am I the only one who misses Highlights?) Of course, that is just one change in the midst of many for waiting rooms, really, as technology and regulation are both expanding the opportunity for mobile health care. All that aside, healthcare organizations, service buyers and providers who are looking for a different perspective on trends and opportunities for increasing the value of sourcing in Health Care, here it is.
Many of the larger healthcare organizations have achieved the maximum potential benefits from legacy BPO by this point. In our recent “Ideals of the As-a-Service Economy” research, just about three out of four participants (72%) from this industry indicated that there was “no value left” in the current BPO sourcing model. At least one out of three are ready for more “intelligent engagement” managed by “brokers of capability.” Simply put, organizations increasingly realize the need to shake up their operations and engagements, and are looking for the people and the partners to help them put together a solution with the best capabilities to drive results.
What is increasing the value of sourcing in the healthcare industry?
Barbra McGann, HfS EVP, Business Operations Research (click for bio).
The healthcare industry is being “shaken, not stirred,” by new ways and means of defining, delivering, and managing health and care. It is being impacted by regulation, consumerism, digital technologies, and maturing sourcing models. Healthcare is also an industry that is traditionally slow to embrace change. However, change is exactly what is needed in order to deliver on the “triple aim” of better health, better care, and lower administrative and medical costs.
Payers, providers and other healthcare organizations are all part of the same value chain in the effort to deliver on this triple aim of healthcare. The common factor is the focus on the consumer, who is also seen as a patient, a member, or a customer, depending on the lens. It’s time to line up the lenses.
There are many elements of the operations—processes and technology—that underlie healthcare that are common and repeatable. What we see is an increasing need to continue—and continue to improve—managing the processes for example, the steps for enrolling a new member or patient into a plan, ensuring they have the right coverage that is funded appropriately, enabling access to high quality care in the right place when needed, and processing referrals, claims and payments, etc. At the same time, health plans and healthcare providers also need to create better and higher quality experience in the healthcare system so that people will continue to subscribe and use their services and do it in a way that will keep them healthy or address their health and care issues expediently.
With years of BPO and ITO experience in healthcare, clinicians and other healthcare professionals on staff, best practices that many can tap into from other industries that have gone through similarly regulated and high profile change, and pilots and platforms with newer technologies, many service providers are in a position to partner in new and more collaborative ways. Newer entrants in the market will increasingly challenge the established players, driving new innovation, as well.
How did this shake out in the Healthcare Payer Operations grid?
In this report, we use the term “Healthcare Payer Operations” to refer to:
A broader set of buyers: healthcare providers, pharmaceutical companies, and new risk-bearing organizations, such as Accountable Care Organizations (ACOs) and Provider-Sponsored Health Plans (PSHPs) among many that are using what was traditionally the back office of payers, e.g, claims, member management
The increasing use of enabling technologies to deliver business process services, to “operate”
New contracting and engagement models
The scope of: claims management, member management, provider data management, and health and care management, along with analytics and enabling technology platforms
Direction of business process outsourcing services and transition to As-a-Service.
In this Blueprint, we take a look at how the chain of service buyers and service providers are stepping up to the ball to help drive change in the healthcare industry. There are a few service providers that are making bold moves to rethink how and when to partner and look beyond process to rethink targeted results and then put together solutions. Cognizant, Genpact, and HCL all come to mind. While the Cognizant / Health Net story is still unfolding, it is an example of a healthcare organization and a service provider making a collaborative leap to challenge the status quo for sourcing. Each link in the chain needs to get more efficient, deliberate, thoughtful and innovative in re-imagining and streamlining its services to the other connected links.
Some service providers are investing in acquisitions to refresh and build capability to fill gaps that are opening because of new industry regulations and the increasing imperative to engage and empower consumers to lead healthier lives—because impact in both the front and back office in the long run can reduce the expense of healthcare. HGS, Dell, and Xerox have been leading the way here. Interestingly, the latter two are the only ones that are also expanding their telehealth operations to broaden the reach of healthcare into retail.
How is technology starting to play out in what has been a very labor arbitrage driven industry?
Automation is par for the course, and the industry is at the beginning stages of experimenting with cognitive computing and artificial intelligence. There is a reduction in effort, an increase in accuracy and throughput recognized at every service provider with the use of automation. In commodity areas of sourcing – claims and provider data/network management in particular – automation is the innovation right now; it is helping to streamline and speed up processing. Increasingly, service providers are also introducing platform-based services that typically target a specific area like EXL in population health and care management, risk management analytics from Accenture, IGATE for managing lines of insurance, or customer service and engagement with Cognizant. Xchanging is operating on all cylinders with clients on SaaS, BPaaS, and Digital “wraparounds” for legacy systems.
The limitations are in how broadly a service provider decides to leverage automation (that might cannibalize revenues and change the roles of their people) and other technologies that require on-going investment and maintenance. What also matters is whether clients will allow automation and platform-based services to interface with their healthcare administrative system or replace their current the end to end process.
Service buyers told me more than once in interviews that it is often their own organizational limitations that get in the way of being more innovative. Approaches like Design Thinking which is increasingly ingrained in Sutherland Global Services’s approach to work, observing as well as listening and doing, can facilitate new ways to partner that take into consideration the relevance and environment for innovation. This requires buyers to let service providers further “inside” and more familiar and interactive with the business and even the consumers than many have in the past.
Where is the healthcare sourcing industry heading?
Talent + Technology = The Great Game Changer. Enabling technologies help drive change, but not without people who make it drive toward the business outcomes needed in the right context. BPO roles in defining, managing, and delivering services are changing, and there is an increasing demand in the market for people who are embracing and leading this change.
Healthcare organizations need to focus on connecting with consumers, and that means increasingly taking advantage of service provider capability for front and back office expertise and capability from both healthcare, and other industries. Healthcare organizations that partner with service providers that can leverage best practices from other industries, speed to market with talent + technology, and subject matter expertise, as well as brokers who can collaborate will stir up and settle the industry into a new operation.
Glenn and Carol Davidson, the braintrust of public sector operations (Click to access our new Government-as-a-Service report)
Mention the words “outsourcing” and “public sector” in the same sentence and there is only one true lord and master of this realm. The one person who’s genuinely devote his career to advising this industry… from British Telecom’s ePeopleserve to Accenture, to founding and leading Equaterra Public Sector to its eventual acquisition by KPMG, and finally back to Accenture’s Federal Services for one final hurrah to drag public sector operations out of the dark ages. Meet Glenn Davidson, the man bringing a new type of GaaS to the services industry: Government-as-a-Service.
The public sector – that oft overlooked and much-maligned part of our world that we can’t live without – is squarely in our focus in the wake of our new research report “Government-As-a-Service: How the “Eight Ideals of As-a-Service” Help Federal Agencies Find New Value.” The report sheds light on the impact of new technologies and operating models on business operations, and how this is impacting US Federal Agencies. So we thought we’d catch up with Glenn to get the lowdown on why As-a-Service could get a real game-changer for public sector bodies seeking to escape from legacy technologies, obsolete processes and manually-intensive tasks that slow everything down and drive up our taxes…
Phil Fersht, CEO HfS Research: Glenn, I think we’ve known each other for, I don’t know, about 12, 13 years now. I remember your career in services starting way before mine even in the early days of BPO … when Accenture created its e-peopleserve partnership with British Telecom in HRO. During your career, you’ve been a buyer of services, a provider, and, prior to re-joining Accenture, an advisor to those in the public sector thinking about their service delivery options. What strikes you as the most significant change in this industry today?
Glenn Davidson, Managing Director at Accenture Federal Services
Glenn Davidson, Managing Director, Accenture Federal Services: The most significant industry change to me is the “As-a-Service” concept – the idea that we can provide the technology and the services to our clients on a transaction basis. Organizations no longer have to make massive upfront capital outlays for applications’ licenses, implementations, or ongoing operations and maintenance. They don’t have to hire more people to handle related transactions. They merely have to specify outcomes – what they want – and have providers deliver the services via the Cloud.
Phil: So when we look at what’s going on in the public sector, to what extent is As-a-Service having an impact? Is it creating as significant a disruption as it is in the commercial sector?
Glenn: Phil, as you know, the US public sector is not a monolithic industry vertical. It’s made up of multiple sub-sectors – NGOs, multi-laterals, and governmental organizations at all levels.
Because many state governments have balanced budget requirements, they were among the first public sector entities to adopt alternative service delivery and sourcing models. Declining revenues bring a commensurate reduction in ongoing operating costs or increase in taxes or fees. As a former state government official, I know first-hand that our elected officials are loathe to raise taxes or fees unless there is no other choice for balancing the budget. Not-for-profits were the next group to consider their options, facing the reality of dwindling contributions as individual wealth or foundation revenues declined. Really, the last to adopt alternative service delivery and sourcing models has been the US federal government. But we’re starting to see change there as well, as budgets become more and more constrained.
Phil: Glenn, let’s zero-in on the federal government—are you seeing change starting to happen here too?
Glenn: Yes, indeed we are, Phil. The holder of the purse strings for the federal government, OMB (Office of Management and Budget), is requiring agencies to share applications – for human resources and financial management, for instance – as opposed to upgrading what they have or installing new ones. However, it’s largely federal government employees and contract personnel provided by staff augmentation firms that are performing the associated transactions work. And two cabinet level departments – Commerce and Veterans Affairs – are moving aggressively to establish their own shared services centers.
Perhaps, more interestingly, I have begun to see As-a-Service procurements. Most Federal procurements are discoverable by searching a publicly available database of opportunities. I looked at a three-month period-of-time, earlier this year, and found nearly 300 procurements seeking As-a-Service solutions. While most of them were for applications or infrastructure, there were a good number seeking assistance with business processes.
Phil: Federal organizations are seeking business process support in an As-a-Service model?
Glenn: Yes, Phil, we’re seeing an increase in the number of contracts for payments and collections, and service and contract management where the client wants staffing, process and technology support in an As-a-Service model.
One of the biggest pain points in the federal government today is actually recruiting and hiring. Many agencies have large backlogs of open positions. While a portion of these backlogs has to do with the very prescriptive policies and practices that agency officials must follow, there are other areas hampered by the absence of automation, archaic processes and insufficient resources available to get the job done. As a result, agency leaders are asking, “Could I actually get both the applicant-tracking tool and people to support the process in one? Could I pay for both on a transaction basis – that is, per successful hire – as opposed to buying the tool and paying time and materials for the staff support?”
Phil: Is this related to what brought you back to Accenture after all these years, Glenn?
Glenn: Yes, indeed, Phil! I lead the Operations line of Business for Accenture Federal Services. I like to say that in the “design, build and run” continuum, my team and I do the “run.” What attracted me back to Accenture was the specific opportunity to work in a business unit that is wholly dedicated to the federal government and where its people, who are public servants at heart, are committed to solving complex and difficult problems. And, then, it’s the reach-back to Accenture; I have the ability to bring the totality of what the firm offers to my clients – whether their needs relate to defining strategy, re-engineering their business processes, introducing digital solutions, implementing and operating their technology suite, or running their day-to-day operations.
Phil: So just a final question Glenn. You are anointed the emperor of the public sector operations world for one week and you can do one thing to change the sourcing industry, what would you do?
Glenn: If I were in charge of the public sector, I would leverage its purchasing power for social good. I would mandate that our services providers find a way to employ people –from segments of our population that are grossly under employed – who really want and need to work. In the US, that would include veterans, military spouses, Native Americans, racial and ethnic minorities, and the disabled. For me, life has always been about the contribution that you bring to society. Impact sourcing has long been important to me before we even had a name for it. So, my edict would be that any time that we source something, we should use that opportunity to employ those that have been otherwise unemployable.
Phil: There is such huge potential in tapping into the local base that way. Glenn, thank you for your time
Over the course of this year, practically every conversation we’ve been having about IT and BPO has culminated in the impact robotic automation will have on service providers, third-party advisors, RPA software vendors and the poor unsuspecting enterprise clients, all seemingly unprepared for the tsunami of impending disruption caused by this suddenly-discovered ability to mimic human behaviour in software scripts.
Sadly, most of these conversations are fraught with misconceptions about what RPA can – and should – deliver to the enterprise and real misunderstandings about the speed to benefit realization. Yes indeed, the whole services industry has gone careening up hype creek, powered by advisor and provider-infused methane. So let’s enter the kitchen of HfS’ Charles Sutherland, who will unravel the not-so-secret recipe of today’s RPA dogs’ breakfast…
RPA – why 9 out of 10 enterprises haven’t really got a bloody clue
In a recent survey of 178 enterprise buyers, only 11% of respondents said that they have extensive or even some real-life hands-on experience with RPA to-date. That means that 89% of respondents have not really experienced RPA hands-on but were instead getting their insights on its capabilities via indirect messaging. Much of this messaging on RPA has sensationalized the benefits (scope and speed) of this technology and, in the view of HfS, created a misrepresentation of the art of the possible today. So how did we as a market get to this point of serving up this Dog’s Breakfast of RPA?
Recipe For Making A Dog’s Breakfast Out of Robotic Process Automation (RPA)
We began with one initial but tasty ingredient of a technology suite that uses software “bots” to replicate rules based human facilitated transactions.
We introduced a portion of confusion as to whether the real application of RPA is for roles that are 100% replacement (e.g. all day data entry) or whether RPA is more likely to be applied in roles that are only partial substitutable with technology and when doing this make sure that the attributed benefits from application to the former are broadly applied to the later even when that can never be.
Then a few cooks forgot to mix in the required portion of change management and internal communications as to how RPA will impact talent in the enterprise (and any service provider) and what their futures will look like post RPA.
They then used less than the required amount of skilled talent who actually understand both the technologies and the processes against which they should best be applied.
We also allowed any software vendor with even a passing association to automation to join the cooking team and add their own specific flavoring to the recipe.
Then the market stirred up the resulting mixture with unclear messaging as to whether RPA is an end-state of technology or whether it is the means to an end of finding the cost savings to fund a future (and pending) transformation of the business process and its supporting technology into a natively digital end-to-end environment.
Now as the recipe begins to become less recognizable than what you started with, just for good measure we have seasoned in hints of cognitive computing and artificial intelligence as further ingredients.
Then we baked this mixture at a high heat with much hype into commercial discussions between enterprise clients, their third party advisors, consultants and BPO service providers until it takes a hot bubbling form.
Finally, when ready to prove and serve to the enterprise service buyer, the market forgets to turn on a helpful light of real case studies from other enterprises that have sampled this before and instead pour the resulting breakfast dish into pilot or proof of concept sized bowls that don’t show it all in its tastiest form.
Charles Sutherland, HfS Chief Dog’s Breakfast Officer
The Bottom-line: Automation is too important to get served up in this fashion
As a market, we haven’t done ourselves any favors by letting this Dog’s Breakfast develop. Automation needs to be too important a technological development for both business process and information technology processes for the current situation to be left as it is. It is our goal as HfS to take our knowledge of what is hype and fantasy in this Dog’s Breakfast versus what is real and make it clear for the market as to what we really should be eating to start each day in this new era of automation.
Automation hype and anxiety is everywhere today. In fact, haven’t you been amazed by the emergence of all these “automation experts” that have suddenly appeared on your LinkedIn recently? It’s as if these people went to school 20 years ago with the sole purpose of becoming an automation expert…
However, I have good news for the paranoid – computers are still really bad at simulating social interaction. What’s more, team work is becoming more critical than ever, as we need to keep adapting to a changing work environment. Your personality and ability to excite, befriend, intellectually stimulate, or just have a laugh with the people around you, is now more critical than ever.
Welcome to the socially-intelligent workforce, where your reputation is everything
What’s more, there is nowhere to hide anymore – if you repeatedly behave badly, back-stab, lie, or are just an asshole to work with, your reputation will spread across the digital and social networks, like it never did in the past. When smart future employers check you out, it’s so easy to find former colleagues to conduct informal background checks. There is no hiding anymore, so prepare yourself for the socially intelligent workforce, or scramble for one of those fast-disappearing legacy jobs, where you can hide away for years, unnoticed by the world.
Your ability to interact with people, applying intelligence and creativity to your craft, is where you add value
People, increasingly, want to work with people they like and people who spark positive energy, first and foremost, as technology continually makes jobs more sophisticated and intelligent. I don’t need an accountant who can tell me my revenues this month, as I have software that can do this for me easily… I need an accountant who can talk me through the nuances of sunsetting a legacy product and its impact on my profit line. I don’t need a lawyer who can create employment contracts – I can pull these off Legal Zoom… I need one who can talk through the nuances of creating incentive plans to motivate my staff. I don’t need a web developper who can integrate a few databases – most of these new websites come with them already native to the package… I need a developper who can help design the sexiest website ever to embarrass my competitors. I don’t need content people who just check the boxes to fill content space – you can get content produced anywhere these days (and even automated)… I need content people who want to exchange ideas on creating content that gets noticed and read by our clients. I don’t need marketing people just to send out email-push campaigns – I need ones who can help me figure out which conferences to go to, how to associate my brand with the right partners, how to use social media more intelligently, how to create communities among my clients etc.
I can go on through each profession and business function in turn, but the underlying premise is the same – I need intelligent people I can work with, whether in my company, or in a partner organization. And they don’t need to be rocket-scientist intelligent, just smart enough to understand by business and engage with me to figure out how to do things better. But the value is in the ongoing interaction and team-work, not a wooden worker/manager reporting line model.
Design Thinking will increase in significance, as the need for socially-intelligent workplace interaction takes hold
This is what I love about Design Thinking – it’s based on the social focus to get us all working together to find problems and solutions together to improve our businesses. Hell, we might not always find much, but at least we’ll have some fun trying. Anything beats staring at a laptop all day going through the motions of the job, right?
When we talked to 178 major enterprise operations executives, the rise of Design Thinking and the cultivation of creative ideas, is second only to investments in analytics tools and skills, in terms of having an impact on their move to As-a-Service:
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But this isn’t something that’s coming down the pipe in a few years’ time, people, this is today. This is here now.
As Harvard University’s David J, Deming’s research shows, jobs aligned to maths tasks grew by only 10% between 1980 and 2012, while those requiring social skills increased by a quarter over the same time frame. And “routine” jobs are plummeting at an alarming clip:
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What’s occurring today, is the desire of most enterprises not to increase the people-quota to perform routine jobs – we are having conversations with clients who have plans to eliminate tens of thousands of operational positions in the next couple of years through smarter automation. True, this is a small percentage of the Global 2000 today, but as the case studies roll out, the focus on labor reduction will escalate – and this will be rapid. On the flip-side, the growing number of “Born in the Cloud” business are where most job/work creation is now happening – and it’s these environments where socially intelligent workers are most in demand. In these companies, it’s all about creating a collaborative, stimulating – and enjoyable work culture.
The Bottom-line: Successful socially-intelligent workers are those who can self-reflect and improve
I hate to say this, but it depresses me how many people I come across who simply cannot modify their work style in today’s environment. Social intelligence is being able to analyse your own behaviour and create definitive actions to improve it. It’s not simply messing about on LinkedIn and Twitter… those are tools that can help develop your collaborative personality, but the ultimate collaborator is YOU.
Here are six take-aways here we all need to think about for the good of our careers:
1) Stop the constant whining. Is it any coincidence that some people flit from employer to employer and always have something to whine about? They always know better than their bosses, love to complain about their mistakes, their poor management, how underpaid they are etc. Over the years, it’s always the same story, always the same whining. But recognize the common thread – smart people don’t really like working with the whiners. Negativity breeds negativity, which is the worst demotivator. So take a good look at yourself, truly figure out why you’re unhappy and do something about it. The chances are your whining is because there are elements outside of your work environment that need fixing, not within them.
2) Spend more time getting to know people. Don’t make it all about work. Find out more about your colleagues, clients and partners. Find the right ways to interact with them – some like using the phone, others like texting, others face to face sessions etc. We have so many social tools at our disposal – use them!
3) Collaborate with your colleagues and put your ego aside. I bet you also know several people who claim to to be really “collaborative” but really aren’t at all. Collaborating is about sharing work, sharing experiences, learning from each other. It’s not always about being the smartest person in the room and inviting them to that room. Sometimes is about creating the room for everyone to be smart in together.
4) Be transparent. Nothing irks people more than finding things out about their colleagues that were a complete surprise. Be more open, let people in a bit – and they will likely do the same with you. Everyone’s human – we all have stresses at home, at work etc. Share them a bit. If you have issues with your boss, then clear the air (over a drink even better…). Transparency is critical for your long term reputation and career. If a job is not working for whatever reason, address it and it may improve. No-one ever got fired for airing their issues and trying to fix them collaboratively with their colleagues.
5) Speak up! Management always appreciates staff voicing up in team calls to improve things / suggest new ideas. If you don’t do this, everyone’s wasting their time. It’s not as if you have nothing to add, you always do!
6) Be honest with yourself. Finally, if you’re not motivated by your work, then that’s your problem, not your company’s. True, they may suck, but if you aren’t inspired by the work or the people around you, find answers, and find them fast. If the work doesn’t motivate you, you’re in the wrong profession, if your colleagues don’t motivate you then try to motivate them by actioning the steps above. If that fails, then leave… go somewhere which appreciates you and motivates you.
Insurance is priming the pump for industry-centric As-a-Service solutions. The insurance space is one of those industries where it’s all in the sales, marketing and customer experience, so the more the delivery engine can he standardized and run efficiently, the more cost savings can be passed onto the customer and intelligent data to the service provider to set their policies, pricing and future strategies.
Insurance majors were among the first Western enterprises to open offshore captive centers in India and Philippines to process and adjudicate clients, support customer service etc. However, the main issue that has long-plagued the carriers has been finding value beyond the initial offshore cost-savings. I personally recall hosting a roundtable of eleven major insurance BPO clients five years’ ago, and the common consensus was “The only way to find incremental value is by tech-enabling our processes”.
So has this industry been making genuine progress as we evolve to the As-a-Service model? So who better to ask than the one analyst who has been tracking this space intensely ever since she joined HfS four years ago, Reetika Joshi:
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What is “Insurance As-a-Service” and how is it different from insurance BPO?
Phil, insurance is a mature market for BPO – core insurance processes like claims processing have been outsourced for over a decade now. Our discussions with property & casualty (P&C) and life & annuities (L&A) carriers across client markets indicate that these services buyers seek value beyond the transactional back-office work of the past. Their expectations include more delivery of standardized processes on modern business platforms, an expanded scope of services and the incorporation of robotic process automation and operational analytics in core operations. We see increased investment and interest from services buyers along with service providers to modernize core processes across the outsourced/offshored/in-house/partner ecosystem to include these elements. For further reading, we published a report on this topic in May 2015 based on a buyer survey – Moving Insurance BPO into the As-a-Service Economy.
What are some of the changes you’ve seen in the market since the last Blueprint?
Industry forces are definitively impacting the nature of sourcing in insurance – be it more regulatory scrutiny and compliance requirements, aggressive competition, low margins or intensified market consolidation. To pull out a couple of examples:
Business models are changing in insurance, and service providers are in the midst of the storm: On one hand, carriers have ageing distribution networks with traditional agents and other intermediaries, while emerging ecommerce and direct sales channels continue to proliferate. Carriers are struggling to understand how to shift the sales paradigm with sales and interactions. Some of this requires new capability development in going direct to consumers for New Business—setting up outbound and inbound sales and marketing operations, ecommerce channels, etc. Service providers are reacting accordingly to facilitate this growth, with more focus on the New Business service area than in late 2013, early 2014.
Growth and focus on TPA model: More private equity investors and reinsurance companies are taking on blocks of business, with the need for strong execution arms that are pushing more responsibility to TPAs. Similarly, ramped up new product development is driving more blocks into run-off. As a result, service providers have scrambled to acquire TPA licenses to service end-to-end insurance processes. We see far more TPA plays emerging in the last 18 months.
We believe these industry forces, along with other equally relevant shifts in the global technology and services landscape, are gradually changing the nature of outsourcing in the insurance vertical towards more Insurance As-a-Service delivery. Our scoring methodology for this Blueprint has changed accordingly. Compared to the first Blueprint on Insurance BPO (Feb 2014), we increased the focus on innovation toward As-a-Service delivery, with 50% of the Blueprint scoring being tied to proven innovation capability and performance for these engagements, beyond the standardized insurance BPO processes.
How are winning service providers approaching this market differently, moving beyond basic operational services?
Service providers, after more than a decade of technology and business services expertise for insurance processes, are in a position to offer more consultative support to help design solutions and even operating models that are more modular, technology enabled and future-ready. Buyers are willing to act based on their internal culture, appetite for change and established relationships with service providers. Insurance As-a-Service is a reality for a growing subset of insurance BPO/BPaaS engagements today. With this new focus on As-a-Service, we saw TCS, Concentrix, Genpact and EXL hold their leadership positions, as well as the entry of Infosys, Cognizant and WNS into the Winner’s Circle.
Cognizant advanced due to the strong progress it has made in the last 18 months in integrating its insurance assets and partnerships, driving new business growth. Infosys has built a strong reputation based off its start with McCamish and made progress on its BPaaS strategy. WNS’ focus on outcome based models and embedded analytics coupled with its flexibility and insurance knowledge helped it advance in position.
TCS and EXL lead the market on Insurance As-a-Service, both on articulating their vision and executing at scale. They are the ones to beat in their respective client markets.
Genpact and Concentrix continue to hold onto their leadership position based on solid execution and articulation of their As-a-Service vision; they will need to make strong investments to execute in the changing competitive landscape for As-a-Service.
Interestingly, the service providers in the Winner’s Circle stood out for As-a-Service delivery for different reasons. Some like EXL have more BPaaS plays, some like WNS are in for focusing on outcomes. The common underlying factor however is their willingness to evolve, the success of their initial forays into including As-a-Service components and charting out progressive visions for insurance that is visible to their clients.
Reetika Joshi is HfS Research Director, Consumer-centric Operations and Analytics Strategies (click for bio)
What do you expect for the future of Insurance As-a-Service?
Insurance operating models will continue to evolve to a more hybrid approach with in-house decentralized, in-house centralized, Shared Service Centers, TPAs and IT-BPO service providers as insurers gradually “let go” with:
More complex functions along the value chain (e.g., claims adjudication, actuarial and underwriting support, CAT modeling)
More integrated technology and BPO solution and delivery models that resemble Insurance As-a-Service, although in point solutions initially
More collaboration and consultative support from service providers on modernizing core insurance operations, irrespective of delivery responsibility and geographic spread
Overall, HfS sees the insurance vertical as ripe for a rethink in design and execution for the As-a-Service Economy. The foundations are already present—mature processes, service providers’ domain experience, buyers’ appetites for platform-based delivery, and burning platforms for change in business models for both L&A and P&C. However, insurance carriers need to get on board to ensure success. Services buyers need to make concerted efforts to align stakeholders around the As-a-Service economy. From our discussions with clients, service providers and other influencers, we see a pronounced lack of synergy around core operations from insurance carriers in P&C and L&A – across lines of business, inherited assets, TPAs, BPO and IT relationships. We see service providers continue to make investments that will disrupt this mature market in the next two years. Winning service providers are leading the way and starting to help clients navigate through this disruption by offering scalable and adaptable technology-enabled solutions. At HfS, we’ll continue to report on these successes, failures and learnings on the long road to Insurance As-a-Service.
HfS readers can click here to view highlights of all our 23 HfS Blueprint reports.
HfS subscribers click here to access the new HfS Blueprint Report: Insurance As-a-Service 2015
During Part I, we discussed the gradual simplification of cumbersome people-centric outsourcing towards technology-centric “As-a-Service” solutions, driven by the need for enterprises to remove their excessive operations costs and anti-competitiveness burdens inflicted by legacy processes and obsolete technology.
Simply put, what worked last decade no longer works for ambitious enterprises striving to stay competitive, plus the emerging “Born in the Cloud” enterprises, many of which will comprise tomorrow’s FORTUNE 500, where As-a-Service is native to their operations, not retro-fitted in painful increments. Their mantra is to invest in outcome-centric services first, then hire talent to broker these capabilities and align them to the revenue-generating activities of the business.
Gone are the days when the only solutions were to reduce labor costs and hope for the best. Arriving are the days where investments in outcome-driven solutions, fueled by common standards and automation, ubiquitous cloud delivery, digital tools and apps, are being seen to have genuine long-term ROI. Enterprise leaders, in our discussions, are much more willing to make investments in permanent solutions, where the outcomes are tangible, as opposed to temporary solutions, where there is some short-term benefit, but the long term outcomes are still murky and unclear.
We know the future is moving towards a state of creative, motivated operators accessing available tools and intelligent platforms to help their enterprises achieve their desired outcomes. We know most viable enterprises, today, cannot afford to drag around these archaic, obsolete infrastructures and operations – and remain competitive in the long-term.
So what, pray tell, is really driving our enterprises to make decisions today, what will our world really look like in five years’ time as a result, and what are the implications for society and business? Oh the questions that need answering…
Two-thirds of enterprises are actively pursuing strategies to reduce reliance on human capital
“How much of this room will be replaced by bots in the next three years?” I asked, polling some peers and colleagues deep in client-side automation research attending a recent service provider conference.
“As many as 60%” was the collective response – 30% directly through improved automation capability and another 30% simply through better apps and efficient processes”. Just think about that for a minute… we’re really on an path away from people to technology. So why are so many services and operations professionals so blissfully unconcerned of what’s coming? Are we living in permanent state of denial that the business world around us is simply never going to change? It’s not as if the majority of senior operations leaders do not see As-a-Service as critical, according to our new Ideals of As-a-Service study:
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So, while the leadership layer is clearly bought in and ready to go, why aren’t the operational middle and junior layers following suit? Why aren’t these leadership ambitions being translated down through the ranks? Why does this desire to challenge ourselves and improve our capabilities dissipate when we reach the rank and file?
Maybe this is the reason why two thirds of operational C-Suites are actively pursuing policies to restrict labor investments and are evaluating automation strategies… they’ve accepted they can’t really change the people they have (only 48% see improving operations talent as important/critical), so need to focus on the overall model, the technology and tools, to make the real sweeping changes:
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Lots of talk, not too much action, as seven-out-of-ten firms pass the real challenge of change onto others in the future…
When we asked the buyers in the As-a-Service study when their enterprises were going to have its core processes delivered “As-a-Service”, many answers to these nagging questions are revealed:
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Lets face facts here – anyone who predicts something for their business five years out is, is predicting science fiction. Noone can really see out more then two years, possibly three at most, with their organizational investments and intentions.
Simply put, most major enterprises still believe they have mileage in the traditional labor arbitrage model. There is clearly an absence of a burning platform—or capability—to drive change in the foreseeable future. Our research found two exceptions: healthcare and life sciences organizations that have exhausted this model, and enterprises under $1 bn. Small and mid-sized enterprises (SMEs) are often less resourced and with fewer opportunities with the labor arbitrage model, having less operational scale.
The Bottom-line: Enterprises must fix the disconnect between leadership ambition and operation lethargy …and go for more “big Bang” change
What is truly worrysome here, is the speed of change in today’s global environment and what could happen to many of the organization simply paying lip-service, when it comes to hauling their antiquated back offices out of the dark ages. And, heaven-forbid, we are struck by a renewed global downturn, with so many of our enterprises failing to adapt to the modern business environment. Last time I checked, worrying signs are emerging with the faltering Chinese currency and European basket-case economies seeking to go beyond being basket cases (a phase for which has yet to be coined).
One of the biggest obstacles to enterprises achieving progress towards achieving As-a-Service Ideals, is this huge delta between the desire of operations leadership to make the transition and the lethargy of the middle management layer. If this gap cannot be closed, there will eventually be ramifications for many enterprises which will see their competitiveness slip away due to an overly complex, expensive and inefficient operating model. People’s careers need to be aligned with where the industry is going – not where it has languished for many years.
What’s more, incremental fixes clearly do not work – for all stakeholders. We have entered an economy where writing off legacy investments needs to occur for so many. Just because an enterprise invested millions in a now-obsolete set of processes and technologies doesn’t mean that enterprises should been persisting with plowing further resources into them – there comes a point where money spent in maintaining the old is wasted, while investments in solutions that drive real outcomes have some ROI down the road.
We need to reach that pivot-point where business leaders make real, definition investment actions to change their operations, otherwise we’ll be forced into another recession-induced series of changes to many businesses, which are rarely driven by proactive decisions – but by reactive behaviors only designed to make quick fixes, not long term ones.
Ignore this at your peril… but we really are at the early stages of a “Digital Revolution”, which will ultimately have an impact as seismic as the Industrial Revolution of the 19th century, which left us with entire workforces untrained and unskilled for what was needed next. The same is happening today – and we need to get ahead of this by being unafraid to reorient our capabilities and career trajectories.
The last 30-40 years has merely been pre-amble as enterprises leveraged globalization and technology to lower costs, automate and standardize processes (ERP, apps, offshore-nearshore outsourcing) and consumers to improve their lives (PCs, mobile, social). However, these are only the baby steps, where we experimented on what we ultimately needed from technology. Today’s emerging generation has digital at the core of both their home and work lives, while the more mature generations are trying to retrofit digital into our (becoming) obsolete business processes and social lives. The big shifts are starting to emerge now and this is having a critical impact on our careers – and many of you may not even realize it yet. So… don’t become confined to the scrap heap of legacy workers whose skills are simply no longer relevant for the modern workforce.
Check out the Horses Job Board!
The perennial problem with our industry is the lack of career paths – and a lack of willingness for employers to go “outside of the box” to find that next set of skills that can take them into the Digital age.
I can’t count the number of times someone has stopped me at an event, called me, or dropped me an email to ask one question: “I’ve got a job opening. Do you know anyone who’d be a good fit?”. Or “I need to go work somewhere that isn’t dominated by passionless managers, politics and turgid review processes.”
The fact is, we know lots of people – in fact, well over over a hundred thousand subscribe to our research and blogs and we estimate we’ll surpass a million clicks on this blog alone this year . And, although most of you who read this blog are all pretty much gainfully (or ungainfully) employed, you might be interested in a change of scenery. And in our dynamic business, you all probably have an opening or twenty you’re having trouble filling – or simply want to try an avenue beyond LinkedIn and the next cardboard conference of perennial job seekers… who just aren’t very good.
So, it hit me: Let’s start a community service job board where the real talent can discretely shop around to escape their legacy purgatory…
And what we’re unleashing on our global HfS community is the Horses Job Board. You may have already noticed it lurking around on the right hand side of your screen.
Contact Bram Weerts to get your job ad featured here.
You can easily place a job listing on the board by clicking on “Jobs” in the nav bar above. We have a simple form that takes a few minutes to fill out.
All the applications will come directly to you—either to a URL or an email address. No middle man. Job seekers can easily browse the listings or search by keyword or location. It’s that simple. And interested applications don’t need to plaster their career attentions all over LinkedIn or some dodgy recruitment shop.
Best of all, the listings run for 10 days—free!
And if you have a really critical role you’d like to fill, we have a feature spot on the right side of the blog that is available. Do contact Bram Weerts to learn more about that.
Over the course of this year, practically every conversation we’ve been having about IT and BPO has culminated in the impact robotic automation will have on service providers, third-party advisors, RPA software vendors and the poor unsuspecting enterprise clients, all seemingly unprepared for the tsunami of impending disruption caused by this suddenly-discovered ability to mimic human behaviour in software scripts.
Automation hype and anxiety is everywhere today. In fact, haven’t you been amazed by the emergence of all these “automation experts” that have suddenly appeared on your LinkedIn recently? It’s as if these people went to school 20 years ago with the sole purpose of becoming an automation expert…
