Economic Development Futures Journal

Saturday, August 23, 2003

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Latest Regional Economic Outlook

Regional economies are slowly improving. The South has made the most credible gains in employment so far this year, already making up 30% of the job losses incurred during the recession. Florida and Virginia lead the improvement. Even in the Northeast and the Midwest, which have been hardest hit during the downturn, employment seems to have hit bottom and some tentative gains have been made in recent months. Income growth, which bottomed out at the beginning of 2002, continues to trend upward in every region of the nation. Much of the West and Southwest is largely out of recession, with a few exceptions such as the San Francisco Bay Area, Denver, and Dallas.

While the West has been least affected by poor labor market conditions, it also has not benefited in the aggregate from any acceleration for the last five quarters. Moreover, the larger California metro areas, which had maintained above-average growth rates, are now faltering.

As with the broader macroeconomy, regional economic conditions will only rebound when business investment shows consistent improvement. The South will continue to lead the economy into a stronger recovery through the rest of this year and next year. Near-term strength will be concentrated among the defense-intensive economies of southern California, the Southwest, portions of the Southeast and the Gulf Coast, and the greater Washington, DC area.

Other sources of growth are also emerging. Distribution services and improved travel patterns by this fall will contribute to recoveries in Orange County, CA, Fort Worth, Atlanta and Miami. Improved demand for software and computer services will drive some tech production centers—Austin and Oakland, for example—by early next year.

Improved demand for telecommunications services and money management will generate the beginning of a turnaround by the second half of next year in Boston, Denver, San Francisco and Kansas City. The Midwest will be reined in by a slower pace of auto production and traditional manufacturing, however, delaying a stronger turnaround until early-2005. While the region will improve in step with national trends, the pace is expected to lag the U.S. both in the near term and longer term.

In the Northeast, the Mid-Atlantic region from New Jersey to Washington will have the better prospects, as New York and southern New England await improvement in financial services and money management. The region’s strength in its housing market, however, indicates that income growth may be accelerating faster than anticipated, improving confidence and generating some upside potential on the heels of renewed merger and acquisition activity and reinvigorated equity markets.

Source: Economy.com

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The Lowdown on Call Centers

Things were tough all over for the call and service industries last year. Plagued by a number of domestic closings yet buoyed somewhat by a number of new and expanding near-shore and offshore centers, the industries weren’t much different from a lot of others in 2002, a year that found Americans dealing with the aftereffects of Sept. 11 and a national economy that couldn’t shake its slump.

Across the nation, a number of companies are either shutting down or downsizing their call and service centers. In Norfolk, Va., for example, three centers pulled out of the area within three months time. Trilegiant planned to lay off 200 in April if it didn’t replace a key contract; Affina Corp. closed up shop and left 280 jobless; and American Airlines shut down a 560-person reservations center.

The start of the year yielded similar announcements across the nation. In Savannah, Ga., Pitney Bowes closed its call center and laid off about 200 workers. Honolulu got hit with a double whammy when Verizon closed a 65-employee center just a few days after Genesys Teleconferencing closed a 115-employee center. In Buffalo, N.Y., TeleSpectrum Worldwide closed a call center and terminated 846 employees because the center’s lone client did not renew its contract.

Canada, Mexico, Costa Rica and the Caribbean as likely locations for near-shore options, while India and the Philippines lead the offshore pack. Interest is also growing in places like South Africa, China and Eastern Europe, he says. Most-active industries include financial services, technology, and consumer products and services on the offshore side, says Sokol, while telecommunications has remained focused solely on domestic outsourcing.

If a new Gartner Inc. report is any indication, some of the call and service center jobs lost in the United States in 2002 and 2003 may eventually end up overseas. In “Multi-Site Contact Centers: Considering Offshore Sourcing as a Strategic Component,” the group says the lure of overseas locations for call and service centers is compelling because of the large, talented labor pool, direct and significant cost advantages and time zone differences.

Source: Biz Sites Magazine.

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Another Comment on Inter-Generational Leadership

"Don, thank you for your recent article about inter-generational leadership. It takes us to the next level in thinking about economic development leadership. We have been too fixated on getting the top leaders to bless what we're doing, instead of seeking out creative, hardworking and innovative emerging leaders who can help us by challenging what we do. Everybody in ED talks about being performance-based, but what we really want is a "no questions asked" leadership model. If intergenerational leadership teams can help us create the innovative solutions we need, I am all for it. Is anybody else out there talking about this stuff? If not, you should be looking at ways to get the word out there. I will see what I can do to help you get your ideas out in California."

Friday, August 22, 2003

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Key Issues for Corporate Real Estate Management

In a recent interview with CoreNet Global, Carol Bonazza, the corporate real estate manager for Bridgestone-Firestone of Canada cited three key issues as dominating the corporate real estate management arena at this time. They are:

1. Outsourcing of functions and the management of those outsourcing relationships.

2. Risk management, including typical risks associated with siting and operations, and extraordinary risks related to such things as war, terrorism and (I will add "power blackouts").

3. Corporate infrastructure, which is how the company organizes and makes strategic decisions that involve facilities in any significant way.

These are key ones for economic developers to consider as they work to build new strategic relationships with companies in the future.

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Corporate Real Estate Innovations

One of CoreNet Global's core focuses is to promote industry learning and best practices sharing among its 7,500 members. The Global Innovator's Award has resulted in powerful, shared learning that demonstrates the best of what CoreNet Global can offer its members, and the most innovative practices in corporate real estate. A dozen finalists were selected and they made presentations to a special Harvard University panel in early August. The winners will be announced at CoreNet Global's annual conference in October.

CoreNet Global's Global Innovator's Award Finalists are:

- Beck/SBC Team - "DESTINI" - an innovative solution to the problems companies face when experiencing rapid expansion due to internal growth and merger activity.

- Deutsche Bank - "db Smart Office" - an innovative program that determines and provides the right types of intuitive spaces to decrease occupancy costs and develop adoption, project and cultural process.

-Ford Land - "In the Community" - an innovative program that supports community organizations and education, and improves the environment in which Ford Land operates.

- Volkswagen - "America Marketplace Program" - an innovative program that maximizes a consistent brand message through the standardization of its showroom design.

- Greater Fort Bend Economic Development Council - "Revolutionizing Economic Development" - an innovative tool incorporating the latest technology with the Council's market and industry knowledge to provide a more efficient, cost effective development process.

- Greater Halifax Partnership - "Momentum for Smart Growth" - an innovative communications program implemented to build confidence in the community and get people thinking and talking about the potential in Greater Halifax.

- Johnson Controls - "Renewable Energy Solution" - an innovative solution to the variety of utility problems at the Marine Air Ground Task Force Training Command Center at Twentynine Palms base.

- Prudential Group - "FWE" - an innovative flexible working environment model, that has achieved cost efficiencies, improved workplace productivity, and enhanced space utilization.

- PricewaterhouseCoopers WorkPlace & WorkPlace Partners - "Building the Symbiotic CRE Model" - an innovative operating model that delivers boundary-less, fully integrated CRE services that solve the continuously evolving requirements of internal PwC clients during a time of dynamic change in the industry.

- Sprint Enterprise Property Services (EPS) - "Sprint e-Volution Program" - an innovative program designed to provide customers with creative and competitive real property solutions that deliver tangible value and cost savings.

- Toyota Real Estate & Facilities - "Process Green" - an innovative and sustainable approach to minimize the impacts of development while decreasing cost and expenses.

- U.S. Army - "ARMS Program" - an innovative program designed to treat its ammunition production facilities and surrounding real estate as assets, while letting the commercial marketplace help reduce the cost of Army operations and production.

Source: CoreNet Global

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Why We Have Low-Wage Jobs

A new book, "The Betrayal of Work: How Low-Wage Jobs Fail 30 Million Americans," by Beth Shulman says that four myths underlie why we have so many low-wage jobs in America. This is a topic most economic developers would have more than a passing interest in as they struggle to increase the number and quality of jobs in their communities.

Here are the four myths:

Myth 1: Low-wage work is a temporary step on the ladder to a better job. Truth: Most people holding low-wage jobs never make it to a better job.

Myth 2: Training and new skills solve the problem. Truth: There are fewer high-quality jobs to move into, even with better skills.

Myth 3: Globalization stops us from doing anything about this problem. Truth: Very few low-wage jobs exist in globally competitive industries. Employers, politicians, (and I will add economic developers) use globalization as a whipping boy to scare people into taking low-wage jobs.

Myth 4: Low-wage jobs are the result of an efficient market. Truth: The market is our creation. We made decisions that created it and we can make decisions to change it.

What do I think?

Point 1: We could do a better job in designing meaningful work in organizations. Some companies excel at this challenge, and others simply do what they have always done.

Point 2: Technology is a factor to be considered in the design of jobs and how organizations perform work. We need to look more carefully at the direct and indirect effects of technology, especially IT, on how we perform work.

Point 3: Education in the long term will have a stronger impact in adding value to people than any other single thing we do about the low-wage job syndrome.

Point 4: We should not abandon training efforts. They will be needed as a component of lifelong learning for workers in all fields and industries.

Point 5: We need to examine the international division of labor and create new management strategies that effectively manage work performed by businesses and institutions across geography. Think "net-work" or "work-net."

Point 6: Economic development organizations need a new way to measure their impact. Job creation has been our primary metric from day one. We need to think about an integrated system of metrics that assesses jobs as one component of a "high-performing" organization. We should be looking at a bundle of performance metrics that focuses on high-performance work system, which includes jobs, innovation, productivity, ROI on a ratio of labor to capital, output, and global market position.

The question is whether EDO's can build the strategic relationships with companies that will allow these innovations to develop and grow. We need a new relationship to our customers that allows us to span our current narrow geo-political interests.

Thursday, August 21, 2003

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Good News Story on Youngstown

Bill DeCicco from Youngstown sent me a note that a great article was published in the online version of Planning Magazine. I just read it and I agree wholeheartedly.

Youngstown has struggled over the past three decades to recover from the loss of its once mighty steel industry, which closed plant by plant starting in the late 1970's.

The community has moved into a much more aggressive action mode in recent years, starting with a regional strategy (Jobs for Our Valley) that my firm, assisted by Edward Morrison, LLC and Garnet Consulting Services, prepared for regional business, government and educational leaders. Very recently, the finishing touches have been put on a new city development plan called Youngstown 2010.

Read more about Youngstown's progress by clicking here. Thomas Finnerty of Youngstown State University wrote the article. Nice job Tom, and thanks for the tip Bill.

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Developing a Convention Center REIT

If private investors from Cleveland and selected other cities decided to form a REIT to develop and finance privately-owned convention centers, how should they proceed? First, there is considerable real estate, legal and accounting expertise already available in most major cities about forming and operating real estate investment trusts (REITs). Also, a National Association of Real Estate Investment Trusts (NAREIT) exists.

What is a REIT? According to NAREIT, a REIT is a company that owns, and in most cases, operates income-producing real estate such as apartments, shopping centers, offices, hotels and warehouses. Some REITs also engage in financing real estate. The shares of most REITs are freely traded, usually on a major stock exchange.

A company that qualifies as a REIT is permitted to deduct dividends paid to its shareholders from its corporate taxable income. As a result, most REITs remit at least 100 percent of their taxable income to their shareholders and therefore owe no corporate tax. Taxes are paid by shareholders on the dividends received and any capital gains. Most states honor this federal treatment and also do not require REITs to pay state income tax. To qualify as a REIT, a company must distribute at least 90 percent of its taxable income to its shareholders annually. However, like other businesses, but unlike partnerships, a REIT cannot pass any tax losses through to its investors.

How are REITs financed? Historically, income-producing commercial real estate often was financed with high levels of debt. Properties provided tangible security for mortgage financing, and the rental income from those properties was a clear source of revenue to pay the interest expense on the loan. Property markets often were dominated by developers or entrepreneurial businessmen who were attempting to build personal fortunes and who were willing to take on huge risks to do so. Prior to the real estate recession of the early 1990s, it was not uncommon for individual properties to carry mortgages that represented over 90 percent of the properties’ estimated market value or cost of construction. Occasionally, loan-to-value ratios went even higher. The severe real estate recession of the early 1990s forced many real estate lenders, developers and owners to reconsider the appropriate use of debt financing on real estate projects.

Today, properties owned by REITs are financed on a much more conservative basis. On average, REITs are financing their projects with about half debt and half equity, which significantly reduces interest rate exposure and creates a much stronger business operation. Two-thirds of the REITs with senior unsecured debt ratings are investment grade.

Does a convention center REIT exist? I have not found one yet. Private recreational facilities have been financed and operated through REITs however. A limited number of convention centers have been privately financed by other means across the country. Could a convention center REIT be formed that contained 4-5 convention centers. Technically, I see nothing that would prevent that from happening. The key is to make it an attractive investment opportunity so people would want to invest.

Stay tuned as I explore this issue further.

National Association of Real Estate Investment Trusts.

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Another Comment on Intergenerational Leadership

This comment was sent to me from an economic developer from Canada:

"Don, your idea about intergenerational leadership teams for economic development is quite interesting. Native Canadiens have had this concept for sometime, although not specifically related to economic development. I'm wondering if there is a simple way to start this process of recognising the value contributed to economic development by various generations. Maybe I should bring my son to the next EDAC annual conference. Or perhaps a retired executive from my town should attend the next meeting. Many retired executives already work with young entrepreneurs as advisors. The simpler the form of this idea, the more likely it will be embraced."

Wednesday, August 20, 2003

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Cleveland's Proposed Convention Center: A Possible New Approach

Cleveland leadership has been wrestling with the issue of whether and how to finance and build a new downtown convention center over the past couple years.

The business community has been for it, some important elected officials have been reluctant to commit to the deal, and the general public says it does not want its taxes raised to pay for the development. Cleveland Mayor Jane Campbell has recently announced the project is "dead" -- at least for now.

To say the least, the process has been frustrating for all concerned, especially to fail at an issue of this magnitude and one with such great public attention. Now, the fingerpointing begins. Why did the initiative fail? Is it REALLY dead? Can a new strategy revive the project in the future? These are important questions to examine at this point in time.

The business community now says the lack of sufficient political will and support is one of the culprits. City and County officials are blaming each other, and some political leaders say the business community has pushed too hard on the conevntion center project. The Plain Dealer Newspaper says the deal did not have enough citizen input. The voting public appears to be relieved that another bite on its wallet will not occur for now. Was a bad economy to blame? The past recession and related economic problems are factors affecting most major investment decisions in the past three years. Probably all of these factors contributed to the current inability to get the project off the ground. I think completely new funding and market growth strategies are needed at this point, if the convention center stands any chance of making it.

For those who want to see a new convention center happen, here are some suggestions:

1. Rethink how the project would be paid for. I said this before. Cleveland should team up with 3-4 other cities trying to build major facilities and create a real estate investment trust (REIT) to raise the financing for all of the facilities as a packaged deal. Yes, this is a new approach, but so what? Yes, work a deal that is worthy of private sector investment. Is that possible? It could be if a realistic plan guided the development in terms of faciity size and market focus.

2. Revisit this project 6-9 months from now. Allow emotions to settle down and then bring it back to the table with a new concept and funding strategy. Public sector support and assistance will still be needed in terms of site assembly, permits and approvals and infrastructure improvements.

3. Come to the table with a "real" strategy to grow Cleveland's travel and tourism sector over the next decade. Identify some new ways that the private marketplace can be strengthened around this sector. Most cities continue to see it as a subsidized industry. We need to think differently about it. A part of that new strategy must be a way to expand marketing efforts to attract new conventions, meetings and tourism events. This plan should look at the sector on a regional basis and it should define in conservative terms how much of a role the new convention center will play.

4. Go to the State of Ohio and ask it to put some funding into a modest guarantee for the new Cleveland convention facility portion of the REIT. Other cities in the pact should ask their states to do the same.

My guess is that this approach just might work, if the rght plan is followed. Don't be surprised if even some international investors step to the table in support of the REIT financing scheme. The international investment environment is changing. Be willing to take out-of-town money.

Yes, this is a new approach, but what's the alternative if we want a new convention center and a stronger travel and tourism industry?

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Good Advice on Downtown Development

Looking for some good advice on downtown development? You might want to download the short report prepared by the Public Policy Research Institute in St. Louis on the subject. In short, it identifies the major trends in downtown development and what is being done about this issues.

Get it here.

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Comments About Intergenerational Leadership

Three readers shared some insightful comments about yesterday's article about the need for intergenerational leadership in economic development. They are worthwhile reading.

Comment 1: "Liked your thoughts about the need to diversify community leadership. It is not an easy transition - I think that previously the generational hand-off was really just one group of executives (mostly white, mostly male) passing the torch to another group of people just like themselves, so there was a fair amount of trust and common understanding among everyone. Now it's different, because "community leadership" includes a more diverse group of people - and I don't simply mean race and gender, but different socioeconomic backgrounds, and with very different ideas. (This is the biggest challenge facing Richard Florida's creative class idea, I think.) I'm not sure that I believe that there is "a solution" to this. Rather, I think that those of us in economic development can go out of our way to include and empower a more diverse group of people in our activities. Sometimes just introducing people can have powerful consequences. I also think that we all have a tendency to let certain people have veto power - if a particular project is dependent upon one person's approval, that's a pretty precarious position to be in - and we need to stop doing that! Anyway, I appreciate your bringing up the issue because it affects an awful lot of communities."

Comment 2: "This sounds a lot like the argument that many of us have been making about why economic development needs to work at adhering to the principles of sustainability. The intergenerational angle never occurred to me--that is thinking about the leadership problem in terms of the various generations represented in the community. That could be a new way to introduce the idea that economic development needs to think more about the long term and cumulative effects of what we do to grow local economies. Is it possible to get older leaders to work with younger ones on projects now? That could be a challenge. Don, the average age of members of my board of directors is probably in the mid-50's. Would exsiting members be willing to allow someone in their late 20's or early 30's on the board? Probably not--unless the young person was a child prodigy or some kind of super-star. Do I think it's a good idea? Yes, I think we must bring the new generation onto the playing field before the old guard steps down. We need to find a way to do this."

Comment 3: "I think attitudes about leadership vary by community. My community (region) is probably in the middle of the pack in terms of receptivity to this type of an idea. I don't think we would want to be the first and make all the mistakes so everyone else could learn from us, but we don't want to the last either. You might be on to something with this idea. Personally, I think the network-based stuff we were talking about the the 1990's went out the window with the dot-com bust and the last recession. People are more cautious now and leaders are both more risk-aversive and accountability-oriented. Hell, Arnie Swartzenager might become our next governor. Is the Terminator going to support a bottoms-up leadership model? My board members don't want the organization to blow up because of a sudden change in the leadership model. They might be willing to transition toward it over time though. You are correct that we need to start some experiments in this area now though. Sounds like the guys in Cleveland need to be the first for once instead of waiting on California to make the breakthrough."

Tuesday, August 19, 2003

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Inter-Generational Leadership

Economic development organizations (EDO's) are in the constant hunt for new leaders. The leadership pool in many communities has grown more shallow as competition for the best leaders grows among rivaling community priorities and organizations, business, government and education leaders are spending more time taking care of their own organizations, and as the local leadership development process fails to keep up with current and future demands.

I would like to propose a new model for some EDO's to experiment with. It's called the "intergenerational leadership team," which is a way of bringing together established and emerging leaders in the same team process to get important things done in the community.

Why the intergenerational leadership team?

First, the team approach can knit together coalitions of interest and support across generational groups that would normally conflict.

Second, it would allow younger and older leaders to learn from each other and combine their unique and valuable leadership skills and strategies that are needed to successfully achieve complex economic development goals. It can help break us out of the "sequential concept" of leadership to a more "dynamic model" that brings together people with different skills in the "here and now."

Third, it could spawn new thinking and ideas brewed by the alchemy of varied approaches to leadership. I think we are likely to learn some new things by experimenting with this approach--some things we cannot identify at the beginning of the process.

Finally, it would ensure that a stable supply of leaders is available to provide leadership to important economic development issues. EDO's are going to struggle to attract the best and brightest. Here is one example. Most governors are now talking a great game about economic development, but their core concern remains balancing state budgets and avoiding California-type recalls.

How could intergenerational leadership be approached?

1. Neutral groups in the community could create an "intergenerational forum" where the topic is discussed, debated and tested in action.

2. Existing leadership development organizations, which are typically focused on creating greater continuity in leadership, could work together in building bridges between and among generational leaders. Building teams is the key here.

3. Foundations could provide funding support to launch experiments in intergenerational leadership. Many are already supporting existing leadership development programs.

4. Colleges and universities could offer courses on intergenerational leadership to ensure that people have the right skills and knowledge to be successful.

Where did this idea come from?

The immediate thought occurred to me in observing and participating in community-based economic development processes in the Greater Cleveland area, but I observe the exact same need in working in a wide range of communities and regions across America as I help them develop and implement new economic development strategies and plans. Some of these places suffer from a severe "leadership drought." Others have significant leadership resources but continue to call on the same men and women to serve on boards and committees because the community has conditioned itself to only allow certain types of people to access key leadership positions.

Coupled with this recommendation for intergenerational leadership is a second recommendation that communities and regions experiment with more network-based forms of leadership and organization for economic development, as opposed to jumping immediately to traditional hierarchical models. The network is an effective model for accessing resources from all corners of the community, which is important if we are going to build stronger economic development initiatives that truly get something done.

I would be interested in hearing your thoughts on this proposal.

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Economy.com Letter to the New Californa Governor

You may find this letter to California's new governor to be of interest. It is written by the economists at Economy.com and addresses the economic competitiveness issues facing the state. Interesting read, indeed.


MEMORANDUM

TO: California’s Next Governor

DATE: October 8, 2003

RE: The California Economy

The California economy is in peril of losing its long-term competitiveness. Yesterday’s recall election has created a political will that has generated an environment suitable for change. You must seize this opportunity to make fundamental changes in the state’s economic competitiveness before the 2004 elections divert the attention of lawmakers and voters.

Of course, as the new governor your first task will be to assure the electorate that you are taking charge of the budget, using your line-item veto to cut spending where possible, to raise taxes judiciously and temporarily where necessary, and avoid encumbering the state with massive long-term debt.

Yet while the budget was the trigger for the recall election, it is not California’s most intractable problem. Your task during this abbreviated term will be to address longer-term issues that put the California economy at risk. There are at least five critical issues that could relegate California to the ranks of mediocrity for many years to come. Resolving these issues would make a fundamental difference that would keep California competitive at the top rung of state and national economies.

First, workers’ compensation costs must be brought under control. Skyrocketing workers’ comp insurance premiums are a primary factor driving jobs out of California towards other states and overseas. One might think workers’ comp problems impact only industries with high-risk occupations such as construction or manufacturing, but it hurts everyone. For example, discount retailer Costco, which is self insured, reported a decline in profits earlier this year due to the need to boost its insurance reserves in California by a whopping $26 million. Rising medical costs, fraud, extensive litigation and increased benefits provided under last year’s AB749 legislation are driving up insurance costs for large and small employers alike. That is, if they can find an insurer. Private insurance is unaffordable for many yet the California State Compensation Insurance Fund, the insurer of last resort, is in deep financial trouble itself and cannot accommodate current demand. The recall election may be enough to galvanize support for a special legislative session this fall that, with renewed leadership from the governor’s office, would consider all various reform proposals and reshape the state’s workers’ compensation insurance industry.

Second, state pension programs will prove to be budget busters over the long term. State pension formulas are illustrative of the kind of permanent spending increases that took place when the stock market bubble boosted state revenue beyond expectations, rather than spending the windfall on one-time projects. Illustrative of the pension changes passed in 1999 was a new formula for Highway Patrol pensions. Officers may now retire with up to 90% of their pay at age 50 as officers now get 3% of their final salary for every year they worked for the state. State police and firefighters also have this increased benefit, and it also is available to local government employees. The cost was to have been paid by interest earned from state surpluses parked in state pension benefit funds. But the surpluses have disappeared so the increased benefits are paid out of the state budget. The cost is estimated to be $500 million per year, although this could rise further depending on local government employee participation. With retirees already benefiting from the plan, changes are difficult. But changes will be necessary if future budgets are to be balanced.

Third, supplies of water and power must be addressed over the long term. The impact of power shortages already is far too clear in the minds of Californians. Moreover, the California Energy Commission estimates that power shortages could arise as early as the summer of 2007 should another hot summer occur at that time. Water similarly is a festering long-term problem. Already, badly needed homebuilding is being delayed until homebuilders, particularly in southern California, can show that there will be adequate water supplies over the long term for the households that will buy the homes that they will build. The state is locked in negotiations with its Mountain State neighbors over the use of Colorado River water. The state must go further very soon in ensuring additional supplies of power and water, and of extending its already considerable practices of resource conservation.

Fourth, housing is becoming increasingly unaffordable in California due to a lack of supply. Some day, only those who have already attained considerable wealth will be able to afford a home. Yet it has been the arrival of those still seeking their fortune that has fueled the state’s dynamic economy since even before the 1849 gold rush. Even with lower mortgage interest rates since the 2001 recession, Economy.com’s index of housing affordability for California has worsened. Only Hawaii and Massachusetts rank worse than California. Indeed, the Silicon Valley housing market remains one of the most unaffordable despite a loss of population last year. Environmental regulations are one reason for the housing shortage, but this is a long-standing source of friction. Increasingly, as land use in metropolitan areas becomes denser, multifamily housing will provide a larger share of new housing. Yet rising costs of construction liability insurance for multifamily housing limits the ability to supply the multifamily housing that will be needed to meet demand in an environmentally sensible manner. Thus, as with workers’ compensation, insurance reform remains high on the policy agenda.

Fifth, throw out term limits for the legislature. And while at it, repeal the “two thirds rules” that require two-thirds majorities of the legislature and local boards to raise taxes and to pass the state budget each year. Term limits, while popular as a way of removing entrenched politicians in the state legislature, have created a legislature with no long-term view of state issues and little expertise on budget processes. Each of the issues described above requires a long-term perspective, and the ability to fight off short-term political forces for long-term gain. The two-thirds rules create an environment in which extreme views can rule the day, whereas compromise is really the necessary political vehicle. Again, this allows near-term politically popular views to trump the long-term solutions of the intractable problems that inevitably arise in an economy and a society as large and complex as California’s.

These actions will not be easy, particularly as laws such as term limits and the two-thirds rules were passed by referendum, not by the legislature. They will take a strong political will among all parties, which may be available only for a few months to come. But most of all, without strong leadership in the legislature, these actions will take strong leadership from the governor. The time is now to improve the fundamentals of California’s economy for the next generation.

Monday, August 18, 2003

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Marketing Communication's ROI

Marketing is a core economic development function in most regions and states. What can we learn from the broader field of marketing that can improve our ED marketing? Plenty, I think. Here is one interesting bit of information from a recent survey looking at marketing communications and its ROI.

The survey finds that 51% of organizations surveyed directly link specific marketing communications tactics to specific dollar results. 40% have justified a larger budget by proving actual dollar return on investment. 40% have justified a program by pointing to measures of attitude change or inquiry generation.

My question is what would we discover from a similar survey of EDO's and how they account for marketing communication's ROI? Maybe we should find out.

Go here to read more.

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Canada's New Economy Geography

For those of you interested in the locational pattern of new economy businesses, this article may help. The news is not good for rural and small town locations. The findings are not especially surprising, but they put some numbers on how much of the knowledge sector is concentrated in large cities.

Canada's high-tech revolution is disproportionately a "big city" phenomenon, according to a new study. During the 1990s, Ottawa cemented its position as a high-tech city. But Toronto was the true employment center for firms in information and communications technology (ICT) industries. Calgary and Montréal enjoyed strong employment gains in research and development-intensive science industries.

During the 1990s, employment growth in Canada was fuelled by job gains in the technology sector. One out of every six jobs created during the decade was in the ICT sector. In Canada's largest cities, ICT industries accounted for 4 out of every 10 new jobs.

In 1990, Canada's largest cities, those with over a million people, were home to about 63% of Canada's ICT workforce. ICT employment growth in these cities was rapid. By 2000, the largest cities accounted for almost 70% of ICT employment.

In contrast, the share of total employment in these largest centers stood at just under 45% in 1990 and 43% in 2000.

Not only were large cities a magnet for firms in the ICT sector, but these companies were an important source of employment creation in large centers.

During the 1990s, 4 out of 10 new jobs in large cities were created by businesses in the ICT sector. The contribution of such industries to local employment growth in these large cities cannot be overstated. These centers experienced lackluster growth in total employment through the 1990s - an average increase of 8.2% compared with the national rate of 12.2%.

The growth of ICT industries in large cities is consistent with the general tendency for firms in new industries to locate in cities with larger populations. However, the size of the local economy is not the only factor that has a positive influence on the location decisions of ICT firms. The level of industrial diversity in a local economy also has an impact.

Download report here.

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Why Companies Fail: Insights from Canadian Businesses

An interesting new study on corporate failures has been released by Stats Canada.

It says that younger companies are more likely to go bankrupt because of shortcomings in managerial knowledge and financial management abilities. In contrast, older firms are more likely to fail because of an inability to adapt to environmental change.

These are the conclusions of a new research paper that examines factors underlying corporate bankruptcies, and compares the main causes of failure between young and old firms.

While age is strongly correlated with probability of survival or failure, the underlying process at work differs over time. The study found that, after controlling for size and industry membership, bankruptcy among younger firms is attributable to different causes than failure among older firms. Firms lacking internal competencies are more likely to fail at a young age. Firms facing a hostile environment are more likely to fail when they are older.

Young firms fail if their initial endowment of assets is exhausted before they are able to develop value-creating strategic assets. This occurs when resources and capabilities are not mobilized effectively, in step with the requirements of strategic success factors. Young firms may have knowledge of the industry, but suffer from a lack of valuable resources and capabilities.

In contrast, older firms may have established resources and capabilities, but their value will decline if they do not meet the demands of the competitive environment

Download the study here.

Sunday, August 17, 2003

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Post-9/11 and Corporate Location Decisions

As we put more distance between now and 9/11, we tend to forget security has become a much greater concern in the location of business facilities. The blackout that occurred in the Northeast and Great Lakes regions last week drew our attention back to these issues. I think we need to remind ourselves of some of the issues and options discussed about the significance of 9/11 events for business location decision-making and economic development.

For starters, let's go back and read the CoreNet Global report on these issues. Go here to download it.

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Future of Work: Implications for ED?

CoreNet Global has launched an exciting new initiative focused on where work is headed in the future. A series of important research premises are being made. See below. Managing corporate real estate is the central application of the research. I like the approach.

My question is: "If this is where corporate real estate executives see work going in the future, what are the implications of these new directions for economic development. For example, if the network becomes the enterprise, where does this leave communities in a globally linked network of enterprises and industries?" My answer is that the ED infrastructure needs to evolve to become a global network as well. This is something I have been saying consistently over the past two years. It's time, folks. Let's do it. Read on.

The Changing Nature of Work and the Workplace

Research Premise: Based on our research to-date, we believe that by 2010, the network will be the enterprise -- where the enterprise will be agile, but sustainable, and built on an integrated infrastructure that is capable of supporting the continuous adjustments needed to balance and optimize work. Work, itself, will be done by collaborative teams operating across time and space to leverage the knowledge and talent of a global workforce. As a result, the role of the workplace will be transformed, as traditional boundaries become irrelevant.

The Strategic Role of Place

Research Premise: In a networked world, we believe that the number of strategic choices available to firms will be greatly expanded -- extending the envelope for rational decision-making. And, as the envelope expands, leaders will be forced to seek new tools to assist them in making location decisions that optimize the use of assets and the value of the overall network.

Service Delivery and the Transformation of the Service Provider Industry

Research Premise: An even greater number of services will be outsourced, with a corresponding degree of risk and responsibility being shifted to the firm's interconnected network of service delivery partners. This topic will also address the changes in the service provider industry required to support the new business paradigms and changing needs of corporations.

Integrated Corporate Infrastructure Management

Research Premise: Integrated corporate infrastructure management will be an essential element of how healthy companies compete. It is where real estate, technology, and other elements of the infrastructure will be seamlessly integrated to provide workers with the tools and environments they need to develop and deploy products faster and more efficiently than before.

Asset Management and Portfolio Optimization

Research Premise: As the enterprise becomes more complex and geographically dispersed, the task of managing the nodes as well as the network will become more complex. Leaders will be pressured to improve the utilization of individual assets as well as the performance of the overall network. As a result, a greater focus will be placed on managing and maximizing the value-add of assets and more sophisticated technologies that will evolve to provide decision-makers with the ability to optimize the overall configuration of their portfolios.

Technology and the Web

Research Premise: The networked enterprise will rely heavily on new technologies designed to support the work of different teams with different tasks all working toward common goals.

Skills and Competencies for Successful Enterprise Leaders

Research Premise: New leadership skills will be required for both corporate real estate professionals and the service providers who support them.

CoreNet Global website.

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NAM Study Examines Workforce Issues

In case you missed it, the National Association of Manufacturers (NAM) prepared an interesting study of workforce needs in the manufacturing sector. What is striking is that the analysis points to a major need for workforce development in manufacturing, but the recommendations are weak in terms of dealing with the problem.

Here are two things that EDO's could do to help. State and local economic development organizations should: 1) deepen existing manufacturing tax credits to expanding and locating manufacturers; and 2) start new initiatives to identify and develop next generation manufacturing jobs. If manufacturers are having difficulty attracting workers, especially young people, into manufacturing, then they need to redesign jobs to make them more attractive. I am not convinced that companies have done what they can in this regard.

Link.