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Follow on Google News | Creating Alpha While Minimizing BetaHow are companies which outperform their benchmarks created? How do managers create a company with incremental alpha and/or reduced Beta than comparison companies ? They use a superior approach to building sustainably successful organizations.
Dr. Eric Flamholtz, of Management Systems, writes, "Two constructs that are commonly used in investment parlance are “Alpha” and “Beta.” These are statistical measurements used in modern portfolio theory. Alpha is the differential excess return (positive or negative) of an investment relative to the return of a benchmark index. It is the “abnormal” rate of return on a security or portfolio in excess of what would be predicted by an equilibrium model like the capital asset pricing model. A positive alpha of 1.0 means the investment has outperformed its benchmark index by 1%. Correspondingly, a similar negative alpha would indicate an underperformance of 1%. Beta is a measure of the volatility, or systematic risk, of a security or a portfolio in comparison to the market as a whole. It leads to the statement “high risk, high (expected) return” According to Richard Bernstein, a prominent Wall Street strategist, there are two types of active equity managers: Alpha managers and Beta Managers.1 Alpha manager try to select individual financial assets (stock, fixed income, even private companies) that will outperform their benchmark. Beta managers select securities in relation to a target level of risk. The Determinants of Alpha and Beta But the question remains: How are companies which outperform their benchmarks (“benchmark outperforming companies”) What do managers do to create a company with incremental alpha and/or reduced Beta than their comparison companies?2 (http://www.mgtsystems.com/ Creating Alpha: The Example of PowerBar PowerBar, which is now owned by Nestle, was a company founded by Brian and Jennifer Maxwell. In 1996, Brian Maxwell, who was aware of the work that our firm Management Systems did for Starbucks during its early years (as described in Howard Schultz’ During that period, we assisted PowerBar’ · Performing an initial organizational assessment in order to measure the extent of “growing pains” · Training senior managers in our Strategic Planning Methodology; · Providing Leadership Development for senior managers · Defining the PowerBar culture, assessing the extent to which it is being practiced on a day to day basis, identifying “culture gaps” and creating a plan to manage the culture. These initiatives are described in the tools section (http://www.mgtsystems.com/ The Bottom Line The bottom line impact of organizational development can be seen in the differential value of PowerBar over the period of these initiatives. In 1997, a private equity firm that wanted to invest in PowerBar placed a value of one times sales on the company. This offer was rejected by Brian Maxwell. Company sales reached $150 million before it was sold to Nestle in 2000 for $375 million or 2.5 time’s sales. The incremental value (or alpha) that developed over the three year period can be measured by the difference in valuation multiple (from 1.0 time sales to 2.5 times sales or 1.5). At the same time that alpha was increasing beta was decreasing, because the company was developing its infrastructure, as measured by our survey instruments (described below). Identifying Benchmark Outperforming Companies How can we identify potential benchmark outperforming Companies? We have developed a set of surveys which can be used to identify such companies. These are the Growing Pains Survey© We have developed benchmark scores that enable us determine different levels of strategic organizational development that are statistically linked to financial performance as well as the risk of underperformance and possible failure. Scores for “strategic organizational development” are a measure of potential alpha, while scores of “growing pains” The strategic development benchmark scores enable us to classify companies in five levels: 1) Business champions (best of breed), 2) Leading companies, 3) sustainably successful companies, 4) marginally successful companies, and 5) companies at risk. The growing pains scores are inversely related to financial performance. Companies are color-coded at five levels according to the degree of growing pains: green, yellow, orange, red, and purple. The colors range from “healthy” (green) to “at risk of bankruptcy” 1 See Lawrence C. Strauss, “Betting that the U.S. Will Beat Emerging Markets,” 2 It is theoretically possible to create incremental alpha and reduced beta simultaneously! 3 See Eric G. Flamholtz and Yvonne Randle, Growing pains: Transitioning for Entrepreneurship to a Professionally Managed Firm, Jossey-Bass publishers, Inc. 2007. 4 See Howard Schultz and Dori Jones Yang, Pour Your Heart into It: How Starbucks Built a Company one Cup at a Time, Hyperion, 1997. 5 See www.mgtsystems.com/ 6 See www.mgtsystems.com. 7 See Eric G. Flamholtz, “Towards an Integrative Theory of Organizational Success and Failure: Previous Research and Future issues,” End
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