Tag: Executive Education

In one of Olin Business School’s newest magazine ads, white text pops from a field of rich red in type that evokes a sense of strength and wonder. Just a few words, strategically aligned on the page, draw the reader into a story of unknown origin—and clear gravity.

“When the cost of goods comes at a cost … we pause.”

Within that pause, Olin invites readers to consider the consequences of the decisions they’ll make and the preparation WashU offers for a business world demanding principled, evidence-based leadership.

Within that pause lies the mission of Olin Business School, its promise to students and the marketplace, and the pillars that underpin our strategic plan.

And from within that pause comes the bold voice of Olin Business School’s new brand identity, articulating what we are, what we stand for, and how our strategic plan sets us apart among the world’s top schools.

“We’re making a bold claim on what’s always been in our DNA: That we develop business leaders who create change, for good,” said Dean Mark Taylor, architect of Olin’s strategic plan. “It’s important for all of us to take ownership of this idea so we can clearly articulate our point of view on business education, attract the right kind of talent, and be a distinctive voice in the marketplace, as drivers of global change.”

See the video below to get a better understanding about how Olin will position itself with its brand messaging.

Launching the new Olin brand

Marketing & Communications prepares
for the brand launch event.

The formal announcement of Olin’s new brand strategy came today in a schoolwide event drawing together faculty and staff. With video presentations, digital signs, a champagne toast, and speeches from the dean and a faculty leader, participants heard how the business school will use its brand messaging to talk about the elements of our strategic plan, our vision, our mission, our values, and our strategic priorities.

Dean Taylor stressed the importance of our strategic pillars — particularly the idea that Olin develops values-based, data-driven decision-makers.

“The truth behind those words isn’t new at all. We’ve taken a deep dive into how we want to think and talk about ourselves,” he said, adding to the crowd of faculty and staff assembled for the event “it’s vital that we all take ownership of our brand.”

The crowd applauded after watching the brand identity video (see above).

Stuart Bunderson, co-director of the Bauer Leadership Center and Olin’s George & Carol Bauer Professor of Organizational Ethics & Governance, reinforced the message: “We want every Olin student to say first, what do the data say and second, what values are at play here” when they are making business-oriented decisions.

After the speeches and a champagne toast, Olin employees dispersed to pick up swag bags, enjoy street food from a group of food trucks on Snow Way, romp at a selfie station, and take headshots that may be used in Olin branding campaigns down the road.

More details about the branding

The messaging comes together in a simple positioning statement that boldly declares who we are and how we’re different from other top business schools: “As a premier educator of business professionals, Olin Business School champions better decision-making by preparing and coaching a new academy of leaders who will change the world, for good.”

We do this through our pillars of excellence, the elements that drive our approach to preparing leaders:

• Values Based and Data Driven
• Globally Oriented
• Experiential
• Entrepreneurial

The brand work also offered an opportunity to address another niggling challenge: Our school’s eight-word, 55-character name. New guidelines offer a more streamlined identity: “WashU Olin Business School,” captured in a more casual brand “mark”—a variation on the formal logo—that we will use as a “nickname” for the school when the full name is also visible elsewhere.

We’ve also taken care to ensure that Olin’s brand aligns with the WashU master brand. The university is often the front door to the business school, so it’s important that the two entities align. Our story starts with the core idea of the master brand, but extends that idea in a relevant and meaningful way.

More information about the strategic plan and the brand messaging strategy is available on the Marketing & Communications section of Campus Groups, where visitors can download logos, templates, and fonts, as well as see guidance on the use of our brand and our colors.

The “cost of death” to Edward Jones’ business is about $7 billion a year—that’s seven billion dollars in assets under management that vanish when clients die and their heirs make other arrangements for the funds. But that’s not the real punchline.

John Beuerlein, a partner at Edward Jones and panel moderator at Olin’s third annual Wealth & Asset Management Research Conference, held Aug. 21-22, shared that number during a session entitled “Elder Investing and Alzheimer’s Cause Marketing.”

The punchline, Beuerlein said, came when Edward Jones leadership realized they have about 150,000 clients suffering from Alzheimer’s Disease, which costs families about $47,000 a year to manage. That’s about $7 billion.

With the number of victims expected to triple in the next 20 years, he said, and the American Medical Association projecting the cost of medical care for dementia care patients growing at twice the cost of other health care services, “Alzheimer’s becomes three times as bad for our business as death.”

It drove Edward Jones to double down on support for Alzheimer’s research and support organizations—and to consider how to best counsel clients to prepare their estates for the possibility of an end-of-life bout with dementia.

The conference gathered more than 200 wealth and asset management practitioners, researchers, and students for two days at Olin’s Emerson Auditorium. Sessions ranged from a review of financial management academic research to financial planning in a low-return environment to “The Weight of Regulation and the Rise of Private Equity.” The conference agenda was focused on improving the science and practice of wealth management, a goal of Olin’s new wealth and asset management master’s program in an age of increasing complexity for investors and advisors.

“This conference is an important element of the new master of finance in wealth and asset management, launched at Olin two years ago when we also launched the conference,” Olin’s Rich Ryffel, organizer of the conference, said in his kickoff remarks. “That program started with 47 students last year, and this year we enrolled 63.”

He said the conference was structured around the theme of finance—yesterday, today, and tomorrow. “Yesterday, with research which studies the past,” said Ryffel, who is also the market manager for the J.P. Morgan Private Bank in Missouri. “Today, with how we can put that research into practice. And tomorrow, with how technology–FinTech–will impact practice.”

Elder investing and dementia

Focusing on just one session, however, Beuerlein introduced a trio of panelists with first-hand experience dealing with the emotional, physical, and financial issues surrounding dementia care—starting with Professor Lonnie Schicker of the University of Minnesota, who herself was diagnosed with Alzheimer’s four years ago.

“I would have started learning how to manage my money when I was much younger. Even if I had the money, I wouldn’t have known how to manage it through my illness,” she said, noting that her savings and 401(k) are virtually wiped out. Her son, who supports her now, “has broken his bank account as well.”

Andy Hunt, a suburban Philadelphia financial advisor for Edward Jones, said his father died from Alzheimer’s and his family was “shaken out of our denial” when the IRS sent a $7,000 bill for unpaid taxes.

The session was a poignant and pressing look into the power and importance of wealth management, offering ideas for financial planning professionals as they develop strategies for their clients. Hunt spoke about the “imaginary bus ride” he takes his clients on when they consider options for coping with dementia care. The ride includes stops at the accountant for tax issues, the neurologist to demonstrate the patient’s disability, and an elder law attorney for estate planning, power of attorney, and more.

“I was drafted into the financial services industry,” Hunt said. “I came home one Christmas and my mother had a whole list of papers and booklets and whatnot. She said my dad ‘doesn’t do this anymore—so you have to do it.'”

Pictured above: Ohad Kadan, H. Frederick Hagemann, Jr. Professor of Finance, conducting a summary of research in finance for attendees at the third annual wealth and asset management conference at Olin.

Consider the parent playing the role of air traffic controller with his or her child’s busy schedule. First, there is homework for the kid to finish in the next hour. Then comes soccer practice followed by a piano lesson for the ensuing two hours.

“If the parent knows the deadlines and the kid just does their work, it’s the best of both worlds,” said co-author Stephen Nowlis, the August A. Busch Jr. Distinguished Professor of Marketing at Olin Business School at Washington University in St. Louis. “But if the parent is trying to get work done on their time …

“The big picture is, setting all these deadlines seems like a good idea. But too many deadlines makes you use your time less efficiently.”

That was the central finding of an eight-test study published May 15 in the Journal of Consumer Research titled, “When an Hour Feels Shorter: Future Boundary Tasks Alter Consumption by Contracting Time.” The boundaries in question are upcoming appointments, meetings, tasks, etc. And the researchers found that people facing them: (a) perceive they have less time than in reality; (b) perform fewer tasks as a result; and (c) are less likely to attempt extended-time tasks that can be feasibly accomplished or more lucrative.

When up against such an upcoming appointment, people tended to procrastinate on the long-time chore such as writing that report and reverted to working on shorter-time tasks, as in making a work call or typing up a quick synopsis. Or they’d skip both entirely to focus on the simplest of work forms, like answering emails …  or scheduling more boundaries.

“It’s something we can all relate to,” said Nowlis, who started this project when co-author Gabriela N. Tonietto of Rutgers was a PhD candidate at Olin and co-author Selin A. Malkoc of Ohio State was an Olin colleague. “It could be anything. You have a deadline, and what do you do with your time? We don’t think about it as much from the perspective of consuming it, but, realistically, time is something we probably consume as much if not more than any other resource. So how are we consuming our time?”

The researchers conducted more than eight tests over a two-year period beginning in 2015 involving 2,300-plus participants to see how people in various situations arrived at budgeting scheduled and unscheduled windows of time. Among the tests included in the Journal of Consumer Research study were:

• Using the Amazon Mechanical Turk (MTurk) survey platform, 200 participants — split evenly between those with an upcoming appointment and those with a free schedule — were asked to pick between a 30-minute chore paying $2.50 and a 45-minute chore paying $5. They had an hour’s time. But the participants with an upcoming appointment felt they had 7.82 fewer minutes in their hour to commit to their chore than the people with an open schedule.
• At Chicago’s O’Hare International Airport, 134 passengers were asked to take a 15-minute survey — about half of the passengers had 30 minutes before boarding, the rest had one hour. Some 26 percent of the people facing a shorter window agreed to participate, compared to 46 percent of the passengers with four times the allotted survey window.
• At Washington University, 158 undergraduates were told they had either a strict, five-minute window until their appointment or an implied boundary with “about five minutes to do whatever you want.” In the same five-minute period, the latter group accomplished 2.38 tasks compared to 1.86 tasks by the hard-timeline group.

“How do you best manage your time? How much scheduling do you need?” Nowlis said. “These are interesting questions.”

Their study provided some answers for trying to prevent issues. Basically, it counsels people to schedule wisely: Maybe leave a chunk of the work day open to accomplish extended-time tasks.

“If you have some big tasks, too many scheduled things will affect your productivity,” Nowlis said. “A lot of scheduling is fine for shorter tasks.

“So find the environment that works for you.”

This piece ran originally in The Source from WashU public affairs.

Anjan Thakor is an economist with purpose—and the business world is catching on. Thakor’s research covers wide ground, from corporate finance to banking and corporate governance. However, the John E Simon Professor of Finance’s most recent endeavor got more personal: How can an organization connect its employees to its overall purpose, encouraging them to dive in and give their all along the way?

Along with Robert E. Quinn, professor emeritus at the University of Michigan’s Ross School of Business, Thakor’s wisdom is featured on the cover of the Harvard Business Review’s July-August edition.

Thakor and Quinn begin by introducing readers to Gerry Anderson, president of DTE Energy, who struggled to engage his employees following the Great Recession of 2008. Having been taught that good economics mean treating employees first by their own self interest, Anderson was reluctant to use empty rhetoric about meaning—much like many firm leaders Thakor and Quinn investigated.

However, the researchers tell, a shift in focus that challenged employees to embrace purpose turned out to be a major success. Thakor and Quinn’s research seeks to provide a framework company leaders can use to develop, embrace, and implement a purpose that drives their organization.

Thakor

The biggest problem Thakor and Quinn find is that the companies they consult for wait until a point of crisis to find a company purpose. Encouraging a break from the “cynical ‘transactional’ view of employee motivation,” though, can be taken at any time—the sooner, the better. The researchers set up an eight-step process for finding, implementing, and connecting a purpose for employees—one that includes such steps as “envision an inspired workforce,” “recognize the need for authenticity,” and “connect the people to the purpose.”

The most important theme that runs through these eight steps? Be authentic, real, and passionate. Thakor and Quinn have seen companies thrive and fail—and they know the perils of a haphazard campaign based on feel-good words and uninspired drivel. Purpose, for them, is something entirely different. It’s a sense of passion—a vision for a corporation that inspires employees, turns them into leaders, and treats them as intelligent, autonomous human beings.

The work Thakor and Quinn are asking companies to undertake is not easy—it’s part of a process that involves humility, openness, and risk. But these researchers believe in the beauty of an impassioned, purpose-driven company—and they’re hoping to change the business world, for good.

Update 7/25/2018: Thakor and Quinn were interviewed, along with DTE Energy CEO Gerry Anderson, for the HBR Podcast on turning purpose into competitive, profitable performance. Listen to their conversation. 

Joining the members of the 2018 master of science in leadership class from
the Olin Brookings Executive Education programme.

I think everyone who works at WashU gets the question from friends and acquaintances, “Does work slow down for you over the summer?” For Olin faculty and staff members, I’m guessing the quick answer is “No.”

Granted, the day-to-day activities, interactions and even locations may be different in the summer months than during the academic year, but from my viewpoint, the Olin team’s focus on supporting the mission of the school remains strong throughout the year.

Since the final chords of Pomp and Circumstance ended in spring, Olin faculty and staff have been hard at work encouraging entrepreneurship and innovation on a global stage, promoting Olin in worldwide media, growing our academic and research programs, expanding services for our students, connecting with alumni around the world…and teaching me the finer points of the backyard game of cornhole (I hear washers is the next game I need to learn.).

My busy Olin summer began with a May 31 conference on “New Approaches to Biomedical Innovation,” a workshop arranged by Anjan Thakor that drew participants from around the world. I was privileged to introduce the keynote speaker, Greg Simon, president of the Biden Cancer Initiative.

Soon after, I had the opportunity to appear on a BBC business news programme to discuss the importance of the MBA. Indeed, my time with Aaron Heslehurst on “Talking Business” included some sparring over the relevance of the MBA when many tech entrepreneurs have built businesses without such a credential.

But it also offered the opportunity to widely share the Olin name and our commitment to identifying and cultivating our students’ potential—and our unique approach to preparing leaders equipped to synthesize huge amounts of data through a values-based lens.
Promoting our name, our reputation and our thought leadership also gives us the opportunity to participate in the national debate, as when American Public Media’s Marketplace programme recently turned to Olin’s Asaf Manela for his perspective on proprietary trading in a story about The Volcker Rule.

I also had the opportunity to visit Brookings for another joyful event, a graduation ceremony for recipients of the master of science in leadership program through our joint Brookings Executive Education programme. It was the first time that the President of the Brookings Institution and a Dean from Washington University participated in a graduation ceremony together in nearly 100 years.

Dean Grandpa with Madeleine.

The themes of leadership and career preparation continued in Tel Aviv in late June, where I participated in a panel discussion on “Producing Ideas and Talent of the Future” at the Israel Summer Business Academy with Steve Malter and Aaron Bobick, dean of WashU’s School of Engineering & Applied Sciences, and Provost Holden Thorp.

Next month, my whirlwind summer concludes with a trip to Shanghai to visit EMBA students in our programme with Fudan University. That journey will include a number of visits with China-based alumni, who remain important ambassadors for Olin as they launch, build and flourish in their careers.

While there is great Olin energy around the world—from growing degree programs, research activities and practicum projects on at least five continents, I am excited that the momentum continues to build in St. Louis as we grow our capacity to serve our students and alumni.

I’ve very much enjoyed meeting some of the new people that have recently joined Olin and I look forward to continuing to get to know more Olin faculty, staff and students…perhaps over a game of washers.

On the topic of backyard fun and games, I hope you have a chance to connect with friends and family over the summer months. The best moment for me this summer has been spending time with my first grandchild, Madeleine, in Sydney, Australia.

I’ve already started recruiting her for Washington University Class of 2040.

“The Desk of the Dean” appears monthly.

Jennifer Whitten will join Olin as associate dean and director of the Weston Career Center on July 9. Jennifer comes to Olin from Arizona State University, where she is the director of career services and  instructor in the MBA program at the W. P. Carey School of Business.

At ASU, Jennifer managed career support for a portfolio of four MBA platforms, 10 masters’ platforms and alumni career services. Under her leadership, the W. P. Carey Career Center has seen significant increases in student engagement and employment percentages as well as growth and expansion of employer relationships and activities.

Aside from a stint in Arizona state government focused on creating a career management program for over 35,000 state employees, Jennifer has spent nearly two decades in higher education, serving undergraduate and graduate students in both academic advising and career development and placement roles.

By coming to Washington University, Jennifer is returning to her Midwestern roots and she will bring with her the experience and drive to lead a nimble Weston Career Center team that is focused on preparing our students not only for their first job but for their careers well into the future, connecting with our strong alumni network, and expanding the opportunities available to our students through proactive business development.

I am grateful for the efforts of the Weston Career Center Director search committee chaired by Senior Associate Deans Steve Malter and Patrick Moreton as well as the valuable feedback from many members of the Olin community throughout this search process. I also want to say a special thank you to Karen Heise for her excellent work serving as the interim director of the Weston Career Center.