December 23, 2024

Opinion: The Tijuana Connection, a Template for Growth

IN November I quit my job as the editor of Wired to run 3D Robotics, the San Diego-based drone company I started with a partner as a side project three years ago. We make autopilot technology and small aircraft — both planes and multirotor copters — that can fly by themselves. The drones, which sell for a few hundred bucks, are for civilians: they don’t shoot anything but photographs and videos. And they’re incredibly fun to build (which we do with the ample help of robots). It wasn’t a hard decision to give up publishing for this.

But my company, like many manufacturers, is faced with a familiar challenge: its main competitors are Chinese companies that have the dual advantages of cheap labor and top-notch engineering. So, naturally, when we were raising a round of investment financing last year, venture capitalists demanded a plausible explanation for how our little start-up could beat its Chinese rivals. The answer was as much a surprise to the investors as it had been to me a few years earlier: Mexico. In particular, Tijuana.

Like many Americans, until recently, when I heard “Tijuana” I thought only of drug cartels and cheap tequila. “TJ,” though, is a city of more than two million people (larger than neighboring San Diego), and it has become North America’s electronics assembly hot spot: most of the flat-screen TVs sold in the United States, from companies like Samsung and Sony, are made there, along with everything from medical devices to aerospace parts. Jordi Muñoz, the smart young guy who had taught me about drones and then started 3D Robotics with me, is from TJ — and he persuaded me to build a second factory there to supplement the work we were doing in San Diego.

Shuttling between the two factories — in San Diego, where we engineer our drones, and in TJ, where we assemble them — I’m reminded of a similar experience I had a decade earlier. In the late 1990s and early 2000s, I lived in Hong Kong (working for The Economist) and saw how that city was paired with the “special economic zone” of Shenzhen across the border on the Chinese mainland in Guangdong Province. Together, the two created a world-beating manufacturing hub: business, design and finance in Hong Kong, manufacturing in Shenzhen. The clear division of labor between the two became a model for modern China.

Today, what Shenzhen is to Hong Kong, Tijuana is becoming to San Diego. You can drive from our San Diego engineering center to our Tijuana factory in 20 minutes, no passport required. (A passport is needed to come back, but there are fast-track lanes for business people.) Some of our employees commute across the border each day; good doctors are cheaper and easier to find in TJ, as are private schools, although it’s generally nicer to live in San Diego. In some ways, the border feels more like the notional borders of the European Union than a divide between the developed and developing worlds.

And it’s not just TJ. To the east, in Juárez, Dell computers are built by Foxconn, the company that manufactures more than 40 percent of the world’s electronics (including Apple’s iPhone and iPad). To the south, in Querétaro, a factory builds the transmissions that General Motors installs in its Corvettes. The design of General Electric’s GEnx turbine jet engine and the production of interior elements of Boeing’s 787 Dreamliner also happen in Mexico. Manufactured goods are the country’s chief export, with private investment in this sector among the highest in the world.

The notion that Mexico offers only cheap labor is just plain off the mark. Mexico graduates some 115,000 engineering students per year — roughly three times as many as the U.S. on a per-capita basis. One result is that some machine specialists are typically easier to find in TJ than in many big American cities. So, for that matter, are accountants experienced in production economics and other highly skilled workers.

What all these pieces add up to is a model — one that might hold the long-sought answer for how American manufacturers can compete with those in China, India and the next generation of economic powerhouses. That’s because the TJ template isn’t so much about outsourcing as it is quicksourcing. And that’s also the way to create thousands of good jobs in the United States.

As any entrepreneur can tell you, the shorter and more nimble a supply chain is, the better.

First, a shorter supply chain means that a company can make things when it wants to, instead of solely when it has to. Strange as it may seem, many small manufacturers don’t have that option. When we started 3D, we produced everything in China and needed to order in units of thousands to get good pricing. That meant that we had to write big checks to make big batches of goods — money we wouldn’t see again until all those products sold, sometimes a year or more later. Now that we carry out our production locally, we’re able to make only what we need that week.

Chris Anderson is the former editor of Wired and the author of “Makers: The New Industrial Revolution.”

Article source: http://www.nytimes.com/2013/01/27/opinion/sunday/the-tijuana-connection-a-template-for-growth.html?partner=rss&emc=rss

Corner Office | Ori Hadomi: Ori Hadomi of Mazor Robotics, on Choosing Devil’s Advocates

Q. Tell me about your approach to management and fostering the culture you want.

A. A few things are particularly important to me. It’s important that people are happy in what they do. I believe my role is not to make people work but to give them the right working conditions so that they will enjoy what they do. Also, doors are never closed. And I believe that it is much more dangerous not to report mistakes than it is to make mistakes in the first place. It’s natural that we make mistakes. The question is, what do we do with these mistakes as an organization? Do we repeat the mistakes? Do we learn from them? Do we investigate them and implement a solution?

Q. What else?

A. I feel that openness and trust in the good will of people is the basis for a good working environment. I told one of our salespeople recently that he didn’t have to sell our product to people who were not nice to him.

Q. Why not?

A. I really believe that being a young company, especially in the medical technology area, you can’t afford working with people who are not good people. It’s similar to how selective you have to be when you’re bringing people on board as employees. You need to look at your vendors and your customers the same way. We want people who are critical but work with us in a constructive way. We want people who have the same style of communication, which is direct and not afraid of either receiving or giving criticism.

So when I talk about the organizational culture, I think it’s beyond the environment of our building. During the growth stage of the company, you can’t afford not managing the organization as part of a wider ecosystem.

Q. But it can be hard to turn away customers when you need to grow.

A. I have been there more than once. But you end up selling the product to the wrong person, you don’t get what you had hoped, you feel that you sacrificed a lot and you’re disappointed. When you set expectations, it’s not just between me and the employees, it’s also between us and our customers. We need partners in the clinical field who will help us develop our products.

Q. Other thoughts on management?

A. One thing that I learned is that you really need to ask yourself what you can get and what you can’t get from your employees, and then focus on what you can get from them. If you focus on what you can get, you can maximize their contribution. You can also encourage them to improve, but you need to know the limits and abilities of everyone.

Q. So how do you have that conversation with people?

A. We have a very structured process of how we communicate and set expectations and define objectives. In general, I believe people perform best when they know where they are heading. I don’t like a culture where people are surprised. I feel that most people want to have some certainty about where they’re heading and where the organization is heading. So we have a process that begins with the management team defining the objectives for next year.

But before we set the objectives we have a tradition where we define the five biggest mistakes we made last year — and we’ll focus on the big ones, not the small ones. And every year we look to see if there is something common among these mistakes. Then we set the objectives for next year.

Q. What are some of the patterns you’ve seen in the mistakes?

A. One of the most obvious mistakes we found is that too often we choose to believe in an optimistic scenario — we think too positively. Positive thinking is important to a certain extent when you want to motivate people, when you want to show them possibilities for the future. But it’s very dangerous when you plan based on that. So one of our takeaways from that was to appoint one of the executive members as a devil’s advocate.

Q. Really?

A. He’s actually very challenging and he knows how to ask the right questions. He really makes sure to say to me, “Let’s be more humble with our assumptions.” And the most surprising thing that he’s the V.P. of sales for international markets. You would expect the V.P. of sales to be pie-in-the-sky all the time. But he has a very strong, critical way of thinking, and it is so constructive. I feel that in a way, one of the risks of leadership is thinking too positively when you plan and set expectations.

Q. What are some other things that you do at your company in terms of culture?

A. There are a few different things that we’ve developed over the years. One is about communication between different groups in the company, and especially between the American, Asian, European and Israeli teams.

Article source: http://www.nytimes.com/2011/12/25/business/ori-hadomi-of-mazor-robotics-on-choosing-devils-advocates.html?partner=rss&emc=rss