Business Cycles and Minority Business Development

“Business Cycles and Minority Business Strategy”

 

The National Bureau of Economic Research (www.nber.org) is the arbiter of U.S. business cycles: when they begin and when they end.  The recent volatility in global markets has led many, including this economist, to think about where we are in the current business cycle.  Because there is a lag in collecting and analyzing macroeconomic data on economic performance, the reality is, we do not know where we are right now, and we won’t know officially where we are now until about 3 months from now.  But right now, without question, investors and businesses of all sizes are beginning to wonder is the party over.  Although some might argue it was not much of a party to begin with, particularly if you are a minority business owner who even after six years of NBER official growth since the bottom of the last recession (June 2009), has only recently begun to fill the warm glow of increased customer orders.

The thing about economic recessions, is they always come at the wrong time. But they do come.

 

Since 1969, there have been 7 economic business cycles.  The recessions associated with these seven cycles were:

 

  1. December 1969- November 1970
  2. November 1973- March 1975
  3. January 1980 – July 1980
  4. July 1981- November 1982
  5. July 1990 – March 1991
  6. March 2000 – November 2001
  7. December 2007 – June 2009.

 

The most recent recession, AKA “The Great Recession” was the longest of these seven.  It is important to note that each of these recessions was different in length, and cause and effect.  But there were similarities and lessons from each of these experiences that minority entrepreneurs should learn from. 

 

One of the consequences of the last recession that we see today is the lengthening of payment terms.  Prior to the 2007-2009 recession, companies typically paid invoices in 30 days.  Now suppliers are reporting payment terms of 90 to 120 days.  What happened?  The Great Recession wrecked havoc in credit markets.  With major financial institutions like Bears Stern, Lehman Brothers, Washington Mutual, Wachovia, Fannie Mae and Freddie Mac and a total of 465 other banks and savings and loan institutions failing, credit markets seized up, making it all but impossible for many firms to borrow as they had prior to the Great Recession.  So as a result, corporations “borrowed” from their suppliers, including their minority suppliers by extending payment terms.  Unfortunately for suppliers, despite the return to more “normal” times, payment terms have not declined.  This is an example of the lasting effects of recessions.

 

MBEs need to also be aware that economic recessions do not have a proportionate impact on all suppliers.  In both absolute and relative terms, MBEs are likely to experience more damage than non-diverse suppliers for two reasons.  The first is that MBEs tend to be concentrated in non-core commodities and services.  During recessions, companies tend to circle-the-wagons and focus on what is core to their own survival.  This translates into non-core suppliers being the early victims of an economic downturn.  Secondly, MBE suppliers are hurt more during recessions because, hard times lead to increased competition. MBEs during downturns find themselves competing not only with other MBEs, but with other sometimes very large companies that do not want to experience reduced capacity utilization, and are willing to sacrifice profits for capacity utilization.  The increased competition from non-diverse suppliers results in lost business and reduced profits.

 

I am not one to cry the “sky is falling” or about to fall, but MBEs need to get ready for the next recession today.  The current expansion is 73 months old.  The average post-World War 2 expansion is 58 months.  That means by historical standards, this expansion is longer than most.  The chances are that the U.S. economy will be in recession within the next two to three years if not sooner.  So what should MBEs be doing today?

 

There are four things MBEs should start doing today:

 

  1. Secure a Line of Credit Now;
  2. Clean up your Receivables;
  3. Start identifying your competitors that might go out of business in the next recession; and
  4. Start negotiating with your suppliers.

 

Securing a Line of Credit Now

 

The thing about credit is – when you need it, you can’t get it.  Therefore you have to get it when you don’t need it.  MBEs should start talking to their banks today to line up lines of credit that will be handy when the economy slows and banks and other lenders start changing their lending guidelines.  What often kills small businesses during a recession is the lack of credit not the lack of profits. 

 

Clean Up Your Receivables

 

If you have money owed to you, collect it now.  When the economy goes into a recession, the companies that owe you money will have an even more difficult time paying you.  So, even if you have to provide some of your customers some incentives to pay you, it might make sense to do that. Of course it would be better if you did not have to discount your invoices, but it is better to have in your bank account than theirs.

 

Identify Competitors Who Might Go Out of Business

 

One of the acquisitions I did while at the GNEMSDC was done during the last recession.  I knew that a particular organization was going to have problems when the recession hit, so I began to monitor their performance.  You should be doing the same thing with your competitors.  Your competitors all have customers, some of whom you would probably like to have for yourself.  Now is the time to begin analyzing your market to see what companies would be good for you to acquire during the next recession.  Of course, in order to be the acquirer and the acquired, you need to have cash and resources on hand. This is all the more reason to talk to your bank today about your strategy.  Banks have been around a long time, they like entrepreneurs who come to them with plans to acquire commercial assets for dimes on the dollar. 

 

Renegotiate with Your Suppliers

 

At the right time, you should renegotiate your terms and conditions with your own suppliers. Many of them, like you would be willing to trade off profitability for financial stability.  Strong buyers are in the best position to make deals with their suppliers. But to be strong, again you have to have cash or access to cash.  The deals you can make during a recession can last into the next expansion, which will come as sure as day follows night. 


And Finally, August 4, 2015

"Politics and Policy" 

Some people love the quadrennial Olympic Games.  Some people pine for the quadrennial World Cup.  And many American political geeks like myself get great joy over the quadrennial quest to become President of the United States.   

The first major debate of the 275 Republican candidates will take place this week.  (I know, there are only 16 as of this writing, and only 10 will be allowed on the stage, still the makings of a Battle Royal.) 

But despite the theater of the primary and the upcoming campaign, this is deadly serious business and impacts everyone.   I grew up in a Washington DC family and community where politics was discussed at the dinner table.   I learned from an early age that if you do not know what you want from politicians, they can’t deliver no matter how apparent your need is to others.  And furthermore, if you know what you want, and you do not ask for it, you will not get what you need.  Therefore, the only chance you have to get what you need, assuming you know what you need is to ask for it in a way that benefits those who can provide.

Now is the time for leaders in the minority business development space to ask for what they need.  The “ask” should not be to just one candidate or one party.  This ask can be and should be considered by all of the candidates.  The time is now -because now the balance of power is with those who hold the keys to what the candidates want and need – money and votes.  Minority business owners and their supporters have those both.  Once in office, politicians continue to ask for money and votes, but the need for either - money or votes - is diminished until the next round of elections. 

As I think about “the ask”, several things come to mind.  First, the candidates need to be educated on the importance of minority business in the general scheme of things.  This is part of building the case.  Once the case is built on the importance of minority business, the candidates need to be educated on the evolving role the federal government has played in minority business development.  One of the first things that I would ask the candidates to commit to would be a significant increase in the budget of the U.S. Department of Commerce, Minority Business Development Agency.  Currently the MBDA has a paltry budget of less than $35 million.  Not to single out the EPA or the importance of Brownfield remediation, but the EPA gives out almost twice as much in grants to Brownfield remediation than is in the budget of the MBDA.  There is irony in this reality because many of these Brownfields are where there are large percentages of minority residents and businesses.  The point is not that the money has to come from EPA, or Brownfield remediation. The point is, there needs to be an elevation of the policy importance of building minority businesses that is not demonstrated with a budget of $35 million. 

Based on the performance (MBDA Performance Report Link  - http://www.mbda.gov/sites/default/files/2014APR_MBDA.pdf)   of the MBDA, the presidential candidates should be stepping over themselves to sing the praises of investments in the MBDA as a way to increase wealth, lower unemployment and improve conditions in communities. 

So what should be “the ask?”  My suggestion is the MBDA budget should be no less than $300 million.  Sounds like a lot of money.  It is, but this would represent less than 3.5 percent of the Department of Commerce’s $8.8 billion budget (where the agency sits) and it is not even a rounding error in the $3.9 trillion U.S. federal budget. 

I hope someone during the debate has the audacity to raise this issue as something that is important to so many Americans.  Maybe it is too much to ask the candidates, who all seem to be competing for the title of Most Outrageous, to actually begin to address the real issues of business and race.  But I know that in politics if you do not ask you have no chance of getting.  The candidates should consider themselves – asked.

Tuck MBE Program e-Newsletter June 23, 2015


And Finally...
Why here?  Why now?  These are two questions I had to answer before accepting the position of Managing Director for MBE Programs at Tuck School of Business at Dartmouth, and leaving the leadership position at the GNEMSDC, where I had served for almost 14 years.

The answer to the first question has to do with Tuck’s reputation based of 35 years of delivering world-class executive education for minority entrepreneurs.  I started my career teaching at some pretty good schools: Brandeis University’s Heller School and University of Connecticut School of Business.  When I left academia to take the positon at the GNEMSDC, I thought it would for a much shorter time than it turned out to be.   However I knew that sooner or later, I would return to academia.  When the opportunity presented itself to join the team at Tuck, it was a situation that provided me the best of both worlds.  I was back at a world-class business school at a great university and I could still focus on my passion of developing MBEs.  I participated Tuck's Growing the Minority Business to Scale program in 2003.  This experience changed how I thought about my leadership at the CMSDC and was instrumental in leading two separate acquisitions that led to the establishment of the GNEMSDC in 2009.  The opportunity to have this kind of influence on other MBEs is so closely aligned with my personal mission that the term providential comes to mind.  This is where I need to be.

The answer to the why now question is also a function of a culmination of work in MBE development.   This move to Tuck is in no way a rejection of the great work done by the NMSDC and its network of affiliates.  The certification, development, connecting and advocacy work done by the NMSDC continues to be absolutely essential.   However, I have concluded that now more than ever, MBEs need to sharpen their executive and entrepreneurial skills if they are to survive and thrive in this new hyper-competitive global economy.   Tuck allows me to work almost full-time on the development of MBEs.  At Tuck I am working with scholars and business leaders who are providing the information needed for MBEs to be successful.

So once again, I am serving as a bridge. With the Council the bridge was between MBEs and corporations.  At Tuck the bridge is between MBEs and information. I relish this new challenge and hope to change even more lives in this new role.  I will be calling on your support in coming weeks and months.  I will be sharing information about new developments in the Tuck MBE Program.  I will also be sharing information that does not normally flow to MBEs and Supplier Diversity professionals.  Together we will continue to make a difference.  All it takes is a quick look at the daily paper to see that now, more than ever, we need to develop MBEs if we are to achieve the promise of America. 


The McKinney Score - A Quantifiable Measure of Corporate Supplier Diversity Performance

The McKinney Score       

In my almost 14 years as leader of the Greater New England Minority Supplier Development Council, I had the opportunity to observe on multiple occasions corporations wanting to know how they were doing in terms of their supplier diversity performance.  There were some measures like the Ralph Moore categorization, and there were awards given out by the GNEMSDC, regional councils and the NMSDC that rewarded corporations for superior performance.  Additionally, the Billion Dollar Roundtable was created to distinguish the largest corporations in total spend and total minority and diverse spend.  But none of these measures or categorizations were easy for the supplier diversity professional to take a snap shot of where their company was, or measure how they were doing.  And I might add, this is not meant to replace any of the established metrics used by organizations or corporations.  Think of it as one more tool. 

The McKinney Score is an attempt to close this gap and provide any corporation, of any size, a number that can be measured year to year and compared against other companies in and outside their industry.  The purpose of the exercise is to develop a number that eliminates the bias of size and industry.  It has always been my opinion that the awards and the categorizations were good but were missing an important point; a small company can be doing an excellent job even when their spend with diverse businesses was small, and a large company could be doing a relatively poor job even when their spend in absolute dollars was large. 

The Score is also not designed for self-congratulatory award seeking by corporations and their supplier diversity teams.  I am not a big fan of awards for awards sake.  Cervantes said the road is better than the inn.  John Wooden the great UCLA basketball coach preached fundamentals and despite winning 10 national championships never set that as the goal for his teams.  (I was at UCLA during the final years of the Wooden era and witnessed 88 straight wins and two national championships.)  Great performers whether on the basketball court, or in the business world, are motivated by something that is deep inside, not the fleeting appearances of success. 

Like any measure, this score is not perfect and will most likely be updated as we learn more how companies are scoring.  As an economist and a former teacher, I have always been in favor of scores and grades that were valid, transparent and quantifiable.  A score that is valid is measuring the behavior or the results that it is intending to measure.  The last thing we would want is a score that did not acknowledge the good work of a company,  or gave a company that was a poor performer an excellent score.   A score that is transparent is one that before the year (class) begins, the corporation (student) knows beforehand what it will take to achieve a particular score.  In the best case scenario, the corporation or student knows from a transparent score where they stand at all times, and what it will take to improve.  A score that is quantifiable is one that eliminates the grey areas and is comparable across corporations.  Qualitative measures certainly have their place, but having a score is sometimes necessary to get the attention of those who care, or those who should care.

This score attempts to accomplish these characteristics.   I can imagine there is a part of me that would hope that Saint Peter has a score that has these characteristics. Although, on second thought, I believe I would be better served by a more heuristic measure.

The Score has two major components, the basic score and the bonus score.  The basic score has a total of 100 points.  The basic and bonus scores are based on a simple yes or no answer to a series of questions.  A yes gives the company the full points for that question.  A no answer gives the corporation a zero score on that question.  This dichotomy between “success” on a question or “failure” with no in-between will certainly cause some to complain that an almost yes is equivalent to an absolute no.  The teacher in me used to respond to this type of complaint with the simple observation, “who said it was going to be easy?” 

The purpose of the bonus score is not to add the basic score, but to give corporations credit for other activities and successes that might be more reflective of size.  The basic score in contrast, is designed to minimize the effect of corporate scale.  It is not advised that the bonus points be added to the basic score.  These are designed to be separate measures.

The Score is divided into three major categories:  Leadership, Process and Performance.  It has been long been acknowledged that supplier diversity success requires leadership.  Corporate leaders do more than just set the tone. Good corporate leaders find the time and energy to demonstrate through their actions that what they say is important enough to measure, to spend real resources, and to reward.  Processes are the language of corporations. Everything a large organization is a series of processes.  Supplier diversity is no different from any other corporate process.  The question is whether or not the corporation has invested in understanding and developing its supplier diversity process.  And we know that not having a process is a process.  And finally, the Score must capture the performance that come out of these processes and leadership.  The measures of performance have attempted to eliminate the impact of scale so that companies can score well even if their spend is small or score poorly even if their spend is large. 

Before closing I need to review some assumptions and definitions. 

1.  Certified means certified with NMSDC, WBENC or State Department of Transportations.  Certification by states or municipalities or self-certification should not count in a company’s analysis.

2.  The year is the company’s fiscal year.

3.  Leaders of a company are considered C-Level Executives only.

Everything else should be self-explanatory.  But if there are any questions, feel free to write or call me. 

The McKinney Score
Leadership (20 Points)
Points
Score
1.  Does Company Have a SD Commitment Statement by CEO on Website?
2
2.  Has CEO attended a SD Conference in past 2 years?
5
3.  Does company SD Leader have a meeting at least once  per year with CEO to discuss company SD performance?
3
4. Does the CEO meet with an advisory commmittee comprised of the company's main diverse suppliers at least once per year?
5
5. Is at least 5 percent of the CEO's compensation tied to SD Performance to Goals?
5
Process (40 Points)
1. Does the Company have at least one SD FTE per $5 billion in purchasing?
5
2. Does the company have a formal on-boarding process for diverse suppliers?
3
3.  Does the company have an advisory committee of outside diverse companies that meet with senior company officials at least once per year?
4
4.  Does company require outreach to diverse suppliers on all contracts below $1 million?
4
5.  Does company set-aside some products and services exclusively for diverse suppliers on a competitive basis?
3
6. Are company buyers compensated for meeting or exceeding SD goals?
4
7.  Does company have SD annual spend goals?
2
8.  Is your company a corporate member of the NMSDC?
4

9.  Is your company a member of WBENC?
4
10.  Does your company financially sponsor NMSDC/WBENC(including regional councils) events at the $20,000 level or higher?
7
Performance (40 Points)
1.  Does your company spend at least 15 percent of total spend with certified diverse suppliers?
6
2. Does your company spend at least 10 percent with certified MBEs?
5
3.  Does your company spend at least 10 percent with certified WBEs?
5
4. Does your company spend at least 5 percent of total spend with certified diverse suppliers who are not certified MBEs or certified WBEs, i.e. LGBT, SDVETS,?
4
5. Excluding your top 10 certified diverse suppliers (in terms of spend), does at least 50 percent  of your total diverse spend come from the remaining certified diverse suppliers?
4
6.  Has your company formed a formal strategic alliance or joint venture with a certified diverse business in the past two years?
4
7.  Does your company pay certified diverse suppliers within 45 days of being invoiced?
4
8.  Has your company sponsored at  least one MBE to attend a minority business training program at Tuck or Kellogg or University of Washington in the past year?
4
9.  Does the company require  large Tire 1 Suppliers (suppliers who alone represent at least 5 percent in spend, or $50 million whichever is less) to report certified diverse spend?
4
Total Basic Score
100
Bonus Points
1. Do you have at least 5 domestic certified diverse suppliers who are also supplying the company's facilities outside the U.S.?
5
2.  Does company require all procurement professionals to get trained in supplier diversity?
5
3.  Does the company have employees who serve on NMSDC or WBENC Boards of Directors at the National or Regional Level?
5
4. Is your company in the Billion Dollar Roundtable?
5
Total Bonus Score
20


I would be happy to discuss your score and what it means.  Feel free to contact me at frederick.w.mckinney@tuck.dartmouth.edu.  

Also, the Tuck MBE Programs will hold a 6-day "Growing the Minority Business to Scale" class from August 2 through August 7.  Come and experience what it takes to get your business to the next level.  For more information about the program visit http://exec.tuck.dartmouth.edu/programs/minority-programs.