As a top executive, you've almost certainly forged strategic alliances with other companies. Some of these deals have worked--but many others have likely failed. In fact, companies worldwide launch more than two thousand strategic alliances every year, and more than half never deliver as promised. In Strategic Alliances, Steve Steinhilber proves that, despite the odds, alliances are critical to the business strategy for companies competing globally: customers want integrated solutions to their problems, and that's pushing companies to work together to create differentiated offerings. Equally crucial, well-managed alliances generate important forms of business value, including new products and accelerated growth. Drawing on his experience as the head of Cisco's Strategic Alliances group, Steinhilber has created tools and guidelines that will help you forge alliances that work. He describes the three essential building blocks of successful alliances and explains how to establish: The right framework--by articulating how an alliance will help you achieve your company's strategic business goals and identifying potential partners The right organization--by staffing your alliance organization with the right people and constantly honing their skills The right relationships--by cultivating trust among the many key internal contacts in your organization and your alliance partners Engaging and authoritative, Strategic Alliances shows you how to manage strategic partnerships more effectively and maximize their value in a complex and changing business environment. From our new Memo to the CEO series--solutions-focused advice from today's leading practitioners.

After a decade of reeningeering and downsizing, many companies are leaner, more efficient, and acutely focused on their core business. Yet today's growth opportunities in global markets and new technologies demand a wider range of skills. More and more, firms must turn to alliances-often with their rivals-to meld the right resources for pursuing new opportunities. However, few managers are accustomed to working with undefined boundaries between collaboration and competition, with the need to combine unfamiliar skills, with networks of interdependent alliances, and with complex value creation strategies. Nor has their experience with traditional joint ventures prepared them for this world of intricate alliance webs. Alliance Advantage aims to help today's managers and their companies be more successful in their efforts to create, guide, and thrive with alliance strategies. Most conventional wisdom about alliances has focused on the formal design of bilateral alliances, devoting too little attention to the strategic underpinnings and too little commitment to building relationships. With Alliance Advantage, strategy experts Yves Doz and Gary Hamel convincingly argue that it is the strength of alliance strategies and the frequently overlooked internal processes that play the decisive role in shaping eventual outcomes. In a fundamentally new perspective on the way alliances are formed and managed, the authors reveal the analysis, processes, and partner interactions that enable allies to meet their strategic goals. Drawing on principles of strategy, organizational design, organizational learning, and collaborative management, this is the definitive resource for both understanding and leveraging the powerful advantages of alliances. Alliance Advantage provides both conceptual and practical tools for analyzing the design and performance of alliances. Here, for the first time, is a comprehensive guide that will help managers build new collaborations and improve existing ones. Each chapter examines a different aspect of an alliance, from selecting the right partners to minimizing conflicts to determining further commitments. Companies such as Xerox, Boeing, Honda, and Corning, among others, provide examples of successful and unsuccessful partnerships, painting a vivid picture of the conditions that can make or break an alliance. Successful alliances, say Doz and Hamel, require constant attention. With Alliance Advantage, they offer today's best opportunity to study, understand, and increase the effectiveness of strategic alliances.

Create and capture value, no matter what path you've chosen. How to Create Joint Value Alliances, partnerships, acquisitions, mergers, and joint ventures are no longer the exception in most businesses—they are part of the core strategy. As managers look to external partners for resources and capabilities, they need a practical roadmap to ensure that these relationships will create value for their firm. They must answer questions like these: Which business combinations do we need? How should we govern them? Will their results justify our investments? Benjamin Gomes-Casseres explains how companies create value by “remixing” resources with other companies. Based on decades of consulting and academic research, Remix Strategy shows how three laws shape the success of any business combination: • First Law: The combination must have the potential to create more value than the parties could create on their own. Which elements from each business need to be combined to create joint value? • Second Law: The combination must be designed and managed to realize the joint value. Which partners best fit our strategic goals? How should we manage the integration? • Third Law: The value earned by the parties must motivate them to contribute to the collaboration. How will we share the joint value created? Will the returns shift over time? Supported by examples from a wide range of industries and companies, and filled with practical tools for applying the three laws, this book helps managers design and lead a coherent strategy for creating joint value with outside partners.

Diploma Thesis from the year 2001 in the subject Business economics - Miscellaneous, grade: 1, AKAD University of Applied Sciences Stuttgart, language: English, abstract: The purpose of this thesis is to give a review about the broad topic of Strategic Alliances namely in a way understandable to non-management experts. After reading this thesis the reader should be able to answer questions such as • what are Strategic Alliances, • should a company operate through Strategic Alliances or should other strategies be considered, • what types of Strategic Alliances do exist, • how to identify the strategic and operational fit, • what impact company culture can have on an alliance, • evaluate and assess capabilities, • how to negotiate and select partners, • what impact country culture can have on alliances, • how to implement and make the alliance work. Deliberately, this thesis is kept very general, and the relevance to the construction industry is outlined at the end of the parts 1, 2 and 9 respectively. Furthermore the objective is to be practice-oriented rather than to wander in theoretical realms. Just like an estimate this thesis covers the major items and detailed samples are only provided in special cases to underline some very important coherences and to make the ‘theory’ more understandable. Samples and further information can be found in the respective appendices. Hence, the purpose of this thesis is not an enumeration of Strategic Alliance samples, as every Strategic Alliance highly depends on particular circumstances. However, the samples and further information covered by the appendices will facilitate the general understanding of some issues.

The New York Times Bestelling guide for managers and executives. Introducing the new, realistic loyalty pact between employer and employee. The employer-employee relationship is broken, and managers face a seemingly impossible dilemma: the old model of guaranteed long-term employment no longer works in a business environment defined by continuous change, but neither does a system in which every employee acts like a free agent. The solution? Stop thinking of employees as either family or as free agents. Think of them instead as allies. As a manager you want your employees to help transform the company for the future. And your employees want the company to help transform their careers for the long term. But this win-win scenario will happen only if both sides trust each other enough to commit to mutual investment and mutual benefit. Sadly, trust in the business world is hovering at an all-time low. We can rebuild that lost trust with straight talk that recognizes the realities of the modern economy. So, paradoxically, the alliance begins with managers acknowledging that great employees might leave the company, and with employees being honest about their own career aspirations. By putting this new alliance at the heart of your talent management strategy, you’ll not only bring back trust, you’ll be able to recruit and retain the entrepreneurial individuals you need to adapt to a fast-changing world. These individuals, flexible, creative, and with a bias toward action, thrive when they’re on a specific “tour of duty”—when they have a mission that’s mutually beneficial to employee and company that can be completed in a realistic period of time. Coauthored by the founder of LinkedIn, this bold but practical guide for managers and executives will give you the tools you need to recruit, manage, and retain the kind of employees who will make your company thrive in today’s world of constant innovation and fast-paced change.