Has the Apple fallen too far from the tree?

“There’s a technical term economists like to use for this kind of behaviour,” says Edward Kleinbard, a law professor at the University of California and a former staff director at the Congressional Joint Committee on Taxation. “Unbelievable chutzpah.”

The behaviour he’s commenting on, in yesterday’s New York Times, is of course Apple’s alleged use of an audacious scheme to avoid billions of dollars in tax – one that takes advantage of different interpretations of corporate residency in the US and Ireland to effectively leave a sizeable chunk of its profits in a taxation no-man’s-land.

While I hasten to add that lawmakers haven’t actually found anything illegal in Apple’s actions – and let’s face it, they’re not the only household name hogging the headlines for purported tax dodging – that’s kind of beside the point.

As I’m wont to point out – and as illustrated by the CR Continuum in my book – legal compliance does not a responsible company make. Far from it, it puts you on the bottom rung of the sustainability ladder.

Much more importantly, it seems yet further evidence of Apple’s inexorable slide towards becoming the very thing it once pitched itself in opposition to. Once the David to IBM’s Goliath, Apple could now just as easily be cast as the bad guy from its iconic 1984 ad campaign. That campaign and the broader narrative arc it spawned – the giant-slaying challenger brand that dared to ‘Think Different’ – now looks increasingly divorced from reality (the supreme irony being that IBM now looks like the real progressive with it’s sustainability-driven narrative around building a ‘smarter planet’.).

As Futerra’s Ed Gillespie wrote in a great Guardian Sustainable Business blog a while back, Apple’s market dominance (leveraging control over multiple platforms), dubious practices in its supply chain, and the issuing of law suits left, right and centre – to which I’d add some very questionable design choices and these latest tax revelations – are hardly consistent with the image of the socially-conscious maverick cultivated by Steve Jobs.

If you’re thinking ‘So what?’ then think again.

All this talk of ‘brand’ and ‘narrative’ is far from the soft and woolly stuff some people would no doubt have you believe. It’s what made Apple, amply demonstrated by estimates of its brand value representing anything up to a whopping 44% of its market capitalisation.

Of course, the flip-side is that it can break them too. Especially for companies like Apple, reputational risk is very real. And signs are that, as the halo slips, the damage is already being felt.

$230bn has been wiped of Apple’s stock value since September 2012. It’s dropped from #5 to #26 in Forbes’ list of the world’s most innovative companies and, according to a survey by Added Value, consumers are considerably less “inspired” by Apple than they were three years ago. (Samsung, meanwhile, is now equally revered in the US and more consistently appreciated across the globe – especially in Asia – reflected in a 51% surge in its brand value, as reported in Millward Brown’s latest BrandZ study.)

Ed’s right. Apple’s lost touch with its story. And without the messianic figure of Jobs to give it the ol’ razzle-dazzle, to provide a human embodiment of purpose and a focal point for consumers’ love affair with the brand – its dominance no longer feels as benign as once maybe it did.

It’s beginning to look like A.N.Other corporation. And if it doesn’t act to rejuvenate its purpose and ensure congruence with its actions, well then the alternative narrative has already been written. It’s the one already doing the rounds: the one about the company whose Big Idea died along with its founder.

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If you can’t change the people…

As you can probably imagine, Live Long and Prosper II, has a few choice words reserved for the banking industry. I’ll begrudgingly admit, though, I was quite impressed by the shot that new Barclays CEO, Antony Jenkins, fired across the bows of his own motley crew last week.

For starters, it was very much in tune with my own take on sustainability as longevity, typified by his assertion that:

“Over a period of almost 20 years, banking became too aggressive, too focused on the short term, too disconnected from the needs of our customers and clients, and wider society. We were not immune at Barclays from these mistakes.”

While some copywriting gurus will no doubt flinch a bit at that (it does come across as a little mealy-mouthed – “It wasn’t just us, sir, the big boys made us do it”), Jenkins is admirably direct and to the point elsewhere:

“There might be some who don’t feel they can fully buy in to an approach which so squarely links performance to the upholding of our values. My message to those people is simple: Barclays is not the place for you.”

No ambiguity there, then!

But – and it’s a two-hundred foot tall ‘but’ in flashing neon letters…

As anyone who works in strategic communications and change management will tell you, saying it is the easy bit. If you don’t back those words up with action, it’s all just empty rhetoric, and translating such words into lasting behavioural change is a different kettle of fish entirely.

How many organisations do you know who truly hire and fire on values? Does Barclays – or any other business for that matter – really have the balls to show the door to someone who’s generating fantastic (and quantifiable) returns today, but who, by going about it in the way that they have, may cause (as yet unquantifiable) damage over the longer term?

In short, and to complete the thought in the title of this post, if Barclays can’t change its people, will it really have the guts and the foresight to change its people?

 

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Why sustainability has nothing to do with being green

A deliberately hyperbolic title, I’ll admit, but after years of practice grilling and seasoning sacred cows as part of the CommScrum, it’s a tough habit to shake.

To find out more about what lies beneath this (to some, no doubt) heretical assertion, why not take a short hop over to the Guardian’s Sustainable Business blog, where Jo Confino, Caroline Holtum and the editorial team over there have very kindly lent me a soapbox from which to spread the word about some of the central themes of Live Long and Prosper II.

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The best quick-read sustainability book… ever!

Drum roll, please…

After much procrastination, an expanded second edition of Live Long and Prosper: The 55-Minute Guide to Sustainable Brands has finally hit the virtual shelves.

Rather than me crapping on about what’s ‘new and improved’, I’ll let someone else do the talking – the title of this post coming courtesy of an extremely generous 5-star review from Brian Moss on Amazon (thanks, Brian – your cheque is in the post!).

Here’s what he says:

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For those who have already read the first edition of “Live Long and Prosper”, you know how fantastic this little treasure is. I don’t know how he did it, but author Dan Gray has updated and improved his 55-minute Guide to Building Sustainable Brands and has (in my humble opinion) created the best guide to how environmental sustainability issues can and will influence business in the opening decades of the 21st century. For anyone with an interest in the future of business and brand value, you owe it to yourself to get this book!

[About me: I recently completed a multi-year graduate degree in sustainable business at a top-ranked US business school, and when I read this book I was amazed at how it manages to combine the most important themes from my (very expensive) education into 100 thoughtful, concise, and easy-to-digest pages.]

A few of my personal favorite updates in the 2nd edition include a feature on “Creating Shared Value” first advanced by Michael Porter at Harvard Business School, an explanation of the dichotomy between thin vs thick value, and a new section on “Design for Sustainability” and biomimicry (the most exciting field within sustainability today).

This 55-Minute Guide has been near the top of my sustainability reading list since it was first published, but now that it has been updated it is going right to the top of the pile. I can’t recommend it highly enough.

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Not bad for a book you can read from cover to cover in under an hour, eh? So what are you waiting for? Get hold of your copy now!

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Silos: a pain in the pipe!

Many’s the time that I and my fellow Commscrum co-conspirators have railed against organisational silos and praised the value of interdisciplinary approaches. Another case in point (as if I needed one) is my experience over this past week, trying to get the heating working in our new house.

A bone fide ‘project’ with its fair share of secrets buried beneath the layers of old decor, we’ve ripped out the old central heating system and started again (of course replacing the old boiler with a super-efficient modern one and, in due course, insulating the bejesus out of the place).

All the new pipework in and the new boiler ready to be commissioned, we discover there’s insufficient inlet pressure to the gas meter. Cue a call to the gas board who…

  1. Send in guy #1 to check the inlet pressure and confirm it’s not enough
  2. Send in guys #2 and 3 to dig a metre-long trench in our back garden and install some fatter pipe to the meter
  3. Send in guy #4 to check the pressure again (still not enough)
  4. Send in guys #2 and 3 again to extend the trench and install another 2 metres or so of fatter pipe
  5. Send in guy #5 to check the pressure a 3rd time (thankfully, this time, with the desired result)
  6. Send in guys #6 and 7 to fill in the hole dug by guys #2 and 3

Nice chaps all of them, and I have no doubt that all these silos make absolute sense to the organisation. Of course, as a customer, I don’t give a crap about anything but getting my heating working, and this separation of tasks just looks like complete idiocy.

Most importantly, it’s meant that it will have taken over a week to solve a problem that an interdisciplinary team could probably have cracked within a day. Not such a big deal for me, since I’m working up a sweat doing various bits of demolition and repair work, but a potentially *massive* one were this sort of problem to befall an elderly couple, for example.

Worth asking maybe: For whose benefit is *your* company organised? How might your internal systems and structures be compromising your people’s ability to deliver (and derive a sense of purpose and achievement from delivering) exceptional service to your customers?

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