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第六篇:McKinsey’s election battle
McKinsey’s election battle
麦肯锡的选举之争
The Economist March 1st, 2003, p61
Can Ian Davis or Michael Patsalos-Fox restore Mckinsey to its former glory?
Ian Davis或者Michael Patsalos-Fox能为麦肯锡重振昔日雄风么?
As elections go, the process of choosing a new managing partner for Mckinsey, the world’s best-known management consultancy, is particularly rum. For one thing, it is a studiedly polite affair. The candidates – there were seven, but now just two remain – issue no manifestos. Canvassing is considered to be bad form and is therefore counter—productive. This makes knowing what particular individuals stand for rather tricky.
随着麦肯锡选举的进行,这家世界最知名的管理咨询公司挑选一个新管理合伙人的过程变得尤为古怪。首先,这是一件刻意的彬彬有礼的事件。所有候选人--本来是七位,现在只剩下两位-都没有发表宣言。游说拉票被认为是不好的形式,只会适得其反。这让每个人的支持对象显得扑朔迷离。
Moreover, the firm (or, as insiders call it, the Firm) is itself at pains to play down the importance of the election. It refuses to talk openly about it, let alone to share insights into personalities or issues. Normally chatty Mckinsey partners clam up when asked about the race. Junior staff know it could harm their careers if they were heard gossiping. So the election takes place in an atmosphere of near-Trappist silence. How on earth do the 280-odd partners who vote make up their minds?
此外,这家公司(或者就像其内部员工称呼的那样:公司)本身也着力将选举轻描淡写。公司拒绝在公开场合谈论它,更不要说发表其对相关人员和事件的看法了。平时喋喋不休的麦肯锡合伙人在被问及这场“赛马”的时候三缄其口。那些年轻的员工也知道,如果他们在这个问题上的八卦被人听见的话,也许会对其职业生涯不妙。所以整个选举过程在一种近乎是“特拉普教派”(注:天主教西多会中一个强调缄口苦修的教派)的气氛中进行。这280多名合伙人脑子里到底在想些什么东东呢?
Decide they must. Next week Mckinsey will announce whether Ian Davis, head of its London office, or Micheal Patslos-Fox, who runs New York, will be its new boss. Both ran three years ago, when Rajat Gupta was eventually re-elected for a third and final term. Mr. Gupta’s long stint saw big changes at Mckinsey, notably greater enrichment of partners relative to up-and-coming associates and a belated rush to join the “new economy” boom. McKinsey is still dealing with the after-effects of a hiring spree in the late 1990s that tested the ability of its culture to absorb large numbers and also created unprecedented tensions when lay-offs followed the pricking of the technology bubble.
当断必断。下周麦肯锡将会宣布到底是其伦敦办事处的头子Ian Davis,还是纽约办事处的分舵主Micheal Patslos-Fox会成为新的老大。他们都从三年前就开始坐这个位子了,当时Rajat Gupta第三次也是最后一次被选为老大。Gupta先生的连任(终于)到头,这给麦肯锡带来一丝曙光(??),特别是大大聚集了一些崭露头角雄心勃勃的合伙人,并多少有些晚的要赶上所谓“新经济”热潮。麦肯锡现在还在处理其上个世纪九十年代末疯狂招募的后遗症,那一次的疯狂严重的考验了麦肯锡文化吸收大量新员工的能力,并且又在技术泡沫破灭后大量裁员,给自己带来前所未有的压力。
Whichever man McKinsey chooses, it cannot avoid some awkward questions. One is whether it wants to be a global firm, or is just an American firm with a series of regional outposts. Already some big offices are relatively independent. McKinsey’s successful German arm, for instance, has long cultivated separateness; its French operation has done less well. But at the heart of the tension is America, where over-hiring was greatest and retrenchment has proved most painful. Under Mr. Gupta, an American though originally from India, most of McKinsey’s managers have also been American. But, say insiders, he has proved the adage that good consultants do not necessarily make good managers. One way to make the firm more global would be to reform its management structures, breaking up the New York based cabal and bringing in fresh blood from elsewhere.
不管麦肯锡最后挑中了谁,公司都躲不过一些尴尬的问题。其中之一就是它是否想成为一个全球化的公司,或者仅仅是一个带有一系列地区分舵的美国公司。已经有一些大的分舵开始变得相对独立了。例如,麦肯锡在德国的分舵就很成功,早就开始蠢蠢欲动了;法国的就差一点。但是暴风的中心在美国,这里的超员现象最严重,减员行动也是最痛苦的。Gupta先生(这个老家伙是个美国人,虽然他其实来自印度)治下的大部分经理都是美国人。但是公司内部的人说,“好的咨询师并不一定是好经理”,这句话真不是白说的。有一个法子可以将公司变得更加的全球化,就是改革其管理层,粉碎纽约黑帮并从其他地方带来新鲜血液。
Mr. Davis is an affable Brit who wears his ambition lightly but is deeply committed to the firm’s traditional values, in particular the need to invest in long-term relationships with clients and to nurture the associates who represent the firms’s future. Although it expanded when others did, the London office has escaped the worst of the bad times, in part because Mr. Davis insisted that programmes to train and help associates should not be cut. Were he to win, Mr. Davis could instantly shift the firm’s center of gravity by choosing to run it from his base in London.
Davis先生是个和蔼可亲的英国佬,披着轻松外衣的野心勃勃的家伙,但是他浸淫公司传统价值观多年,特别是要对与客户的长期关系进行投资和培养真正代表公司未来的合伙人这两点。虽然别的分舵扩张的时候他也在扩张,但是伦敦分舵躲过了最坏的一劫,这部分要归功于Davis先生坚持保留了培训和帮助准合伙人的项目。如果他胜出,Davis先生可以以其伦敦分舵为根据地,迅速转换公司的重心。
Mr. Patsalos-Fox, Greek-Australian by origin but also an alumnus of London, is the first non-American to run New York. That is no mean achievement. He landed the job after a stint in New Jersey, having lost out to Mr. Davis for the top job in London. He is harder-charging and more ruthless than Mr. Davis. One of his first steps after taking over in New York was to try to raise poor morale, but not everybody thinks he has succeeded.
Patsalos-Fox,是个希腊-澳大利亚混血后裔,但是也曾经是在伦敦混的小弟,他是第一个掌管纽约分舵的非美国人。这并不是什么骄人战果。他是在新泽西分舵主的位子任满后爬上这个位子的,当时他已经在与Davis先生竞争伦敦分舵主的较量中败北。他比Davis先生更狠,更无情。他接管纽约后的第一件事情就是想鼓舞可怜的士气,但是其效果却褒贬不一。
Perhaps the biggest challenge facing McKinsey is whether it can recapture its mystique – the reputational edge that, to the chagrin of such competitors as Bain and Boston Consulting Croup, once mean it was mentioned in a class of its own. This reputation was arguably at its highest in the 1970s and 1980s when McKinsey was the top strategy consultancy, advising chief executives on big trends, sometimes persuading them to reshape entire industries. However, some observers regard its heyday as the 1990s, when so many former partners occupied top jobs outside that the world sometimes seemed to be run by the Firm.
或许麦肯锡面临的最大挑战是其能否夺回它的“葵花宝典”-其声名赫赫的、让诸如Bain、BCG(这几家公司曾被列为同一级数的高手)赧颜的优势。有人说二十世纪七十年代和八十年代是麦肯锡的颠峰时期,它是当时最顶尖的战略咨询公司,为公司的高层提供大的趋势方面的建议,有时候说服了他们改观了整个行业。另一些(无聊的)家伙说九十年代才是其鼎盛时期,当时麦肯锡的N多前合伙人占据了公司以外最高的茅坑,以至于看起来全世界都是公司的人在跑的。
Over the past decade, the consulting market has changed. Rivals got better at touting strategic advice of their own. And many clients began to care less about hold new initiatives and more about running themselves efficiently, a trend that helped “technology integrators” such as Andersen Consulting (now Accenture). As McKinsey adapted to these changes, so it became less distinctive. Its mystique may not have disappeared, but it certainly diminished.
在过去的十年中,咨询市场风云变幻。麦肯锡的对手们在其战略咨询方面吹牛得更好。而且很多客户逐渐不再关心如何保持新的冲劲,而更关心怎么才能把自己跑得更有效(??原文看不太懂),这样的趋势对一些“技术集成者”,如安达信咨询(现在叫埃森哲)更有利。由于麦肯锡随大流于这些转变,所以变得不再那么与众不同。麦肯锡的“葵花宝典”也许没有完全消失,但是的确式微了。
Strategist, heal thyself
“战略家”?管好你自己吧!
How to reverse that trend? The market is not helping. Client remain fearful of big decisions of the kind that McKinsey likes to advise on. Instead they want nitty-gritty advice – help with IT or marketing. Big mergers, often favoured by McKinsey in the past, are now seen as too risky by managers concerned to regain the good opinion of their shareholders. So too clever management innovations of the sort urged on Enron, whose ex-McKinsey former chief executive, Jeffrey Skilling, is regarded by some critics as an emblem of what went wrong with McKinsey during the 1990s. McKinsey recently invited George Shaheen, a former boss of Accenture who quit to run Webvan, a failed internet start-up, to address partners. Taking lessons from Mr. Shaheen? That worries those who yearn for more mystique.
如何扭转上述趋势?市场对此无能为力。客户们对麦肯锡所津津乐道的“大”决定仍然敬而远之。相反他们需要一些“干货”-对IT和营销方面的帮助。在经理人们看来,麦肯锡过去偏爱的大型并购风险太大了,他们还指望着能赢回股东的好感呢。所以聪明过头的管理创新促成了安然事件,安然公司的前CEO Jeffery Skilling也是在麦肯锡混过的,有些批评家将其视为二十世纪九十年代被麦肯锡搞秀逗了的人的象征。麦肯锡最近邀请George Shaheen来为自己的合伙人痛陈革命家史,这个倒霉蛋放着好好的埃森哲的老板不做,跑去开了一家Internet公司叫WebVan,果然开不了多久就被放倒了。从Shaheen先生那里吸取教训?这让那些热心于练习“葵花宝典”的人(指离开麦肯锡自己跑公司的人-译者)心里发毛。
The managing partner has limited executive power: as one insider puts it, “there wouldn’t be much scope for a command-and-control approach here.” But he does have influence, through personality and through the committees and task-forces that McKinsey uses for internal governance. By setting the agenda and hand-picking the leading decision-makers, he can play a big part in shaping the firm’s identity. That is why this election is more important than most. Do not be fooled by the polite, low-key tone: next week’s announcement will mark a critical moment in the Firm’s history.
麦肯锡的管理合伙人权力有限:正如某内部人士指出的,“在这里颐气指使可行不通”。但是管理合伙人的确还是有些份量的,这种影响主要是通过人事安排、委员会以及麦肯锡用于内部管理的“任务驱动”的方法起作用。通过描绘(转型)路线图和挑选主要的决策人,他可以在重塑公司身份的好戏中担当重要角色。这也是为什么这场选举比(麦肯锡历史上的)大多数同类选举更为重要。别被这表面上的客客气气唬住了。悄悄儿告诉你吧:下周宣布结果的时候将是公司历史上的一个极为关键的时间! |
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