A Nose For Business: Scentbird Aims To Disrupt The Scent Market

Danielle Beurteaux

pink container(1)Too many choices, too big, and too confusing—that’s a précis of today’s perfume shopping experience. And today’s Millennial consumer has no brand or store loyalty.

One enterprising group decided to solve all those problems with a company that tailors scent recommendations and offers small-format atomizers via a subscription model.

New York-based Scentbird started out in beta last fall and officially launched last week. Rachel ten Brink, one of four Scentbird co-founders and the CMO, has a background in consumer goods, with time spent at l’Oréal, Elizabeth Arden, and Gillette. She explains how Scentbird aims to revolutionize the scent buying experience, powered by the Millennial shopper.

The need: Pain points of perfume shopping

Olfactory fatigue: Particularly for fragrance, it’s hard to shop in-store. You can go to Macy’s and get sprayed whether you like it or not, which can be overwhelming for some people. There is something actually called olfactory fatigue, which means that after you smell three or four scents, your nose physically shuts down so you literally stop smelling. On the other hand, you can go to Sephora and you’re faced with this wall of scents and it’s really hard to navigate. Or you buy online, which is really buying blind, unless you’re repurchasing something you already know.

Brand overload: When you look at the historic fragrance marketplace, there have been launches every year. In 1970, there were about 190 fragrance launches in the U.S. Last year, not counting small niches, there were more than 2,000 launches. It overwhelms and frustrates consumers.

Too large: We call it the perfume graveyard. You end up with all these bottles of half-used perfume, and you guilty throwing them out because they’re so expensive. They’re pretty, but the truth is they just sit there. Consumers feel that if they’re going to buy a bottle that lasts forever, they want to live with it and know they’re really going to love it.

The epiphany

We did a lot of research around Millennials and discovered that although 56 percent of grandmothers and 53 percent of mothers have a signature scent, only three percent of Millennials stick to one scent. They approach their fragrance like their wardrobe. They’re used to living on-demand: Whether they want to feel professional or sexy, they change. The other challenge with younger customers is they see fragrance as a special occasion versus everyday product.

The solution

We call it Netflix for perfumes. The idea is you go in, you choose your scent for the month, and you build a little queue. Once you’ve received your scent, we send you an email invitation to rate it. Then we update your recommendations. We recommend that you pick 12 based on your profile, but you can pick any you like. People tend to look at the recommendations and pick two or three, but then they go and choose by brand. We also have a search engine called Smart Search. You can pick by mood, interaction, or occasion.

The difference

What’s different about Scentbird is that we are all about personalization and customization for the consumer. When you onboard, you take a little quiz and answer some questions—it’s very lighthearted and visual, but there’s actual science behind it. When we ask what’s your favorite drink, it’s because 80 percent of what you taste is what you smell. So when you tell us you like herbal tea versus whiskey versus red wine, it actually helps us a lot in finding scents you’re likely to enjoy.

The most important piece of information is when we ask what scents you already use. The way we approach this is really different. Most scent recommendations are based on a manufacturer database. We actually build an algorithm with half a million authentic reviews and do a semantic analysis. So we’re really matching you—women who tend to like the scents you like also like these scents. It’s a little bit of a crowdsourced recommendation.

The feedback

The response has been very, very positive. Our approach is very much to partner with brands so we’ve been talking to pretty much everybody. Brands are very excited about this because they’re desperate to get to that Millennial customer. For them, it’s about survival. They’re seeing the Millennial customer dropping in terms of their interest in fragrance, so to have something new and interesting and designed for that customer that opens up the door to fragrance is very exciting for them. They’re very intrigued. They see the opportunity.

How can your business become more customer-focused? See 4 Ways to Make Customer Experience the Heart of Your Business.

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Disruption

Zhena’s Gypsy Tea Brews Sustainable Growth On Cloud ERP

David Trites

Recently I had the pleasure of hosting a podcast with Paula Muesse, COO and CFO of Zhena’s Gypsy Tea, a small, organic, fair-trade tea company based in California, and Ursula Ringham from SAP. We talked about some of the business challenges Zhena’s faces and how the company’s ERP solution helped spur growth and digital transformation.

Small but complex business

~ERP helped Zhena’s sustain growthZhena’s has grown from one person (Zhena Muzyka) selling hand-packed tea from a cart, into a thriving small business that puts quality, sustainability, and fair trade first. And although the company is small its business is complex.

For starters, tea isn’t grown in the United States, so Zhena’s has to maintain and import inventory from multiple warehouses around the world. Some of their tea blends have up to 14 ingredients, and each one has a different lead time. That makes demand-planning difficult. In addition, the FDA and US Customs require designated ingredients be traced and treated a certain way to comply with regulations.

Being organic and fair trade also makes things more complicated. Zhena’s has to pass an annual organic compliance audit for all products and processing facilities. And all products need to be traceable back to the farms where the tea was grown and picked to ensure the workers (mostly women) are paid fair wages.

Sustainable growth

Prior to implementing its new ERP system, Zhena’s was using a mix of tools like QuickBooks, Excel, and paper to manage the business. But to sustain growth and ensure future success, the company had to make some changes. Zhena’s needed an integrated software solution that could handle all facets of the business. It needed a tool that could help with cost control and profitability analysis and facilitate complex reporting and regulatory requirements.

The SAP Business ByDesign solution was the perfect choice. The cloud-based ERP solution reduced both business and IT costs, simplified processes from demand planning to accounting, and enabled mobile access and real-time reporting.

Check out the podcast to hear more about how Zhena’s successfully transformed its business by moving to SAP Business ByDesign.

 This article originally appeared on SAP Business Trends.

Building a successful company is hard work. SAP’s affordable solutions for small and midsize companies are designed to make it easier. Simple to install and use, SAP SME Solutions help you automate and integrate your business processes to give real-time, actionable insights. So you can make decisions on the spot. Find out how Run Simple can work for you. Visit sap.com/sme.

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About David Trites

David Trites is a Director of SAP Global Marketing. He is responsible for producing interesting and compelling customer stories that will humanize the SAP brand, support sales and marketing teams across SAP, and increase the awareness of SAP in key markets.

Haier Asia Builds A Digital Platform To Speed Innovation And Win Consumers’ Loyalty [VIDEO]

Dinesh Sharma

08 Apr 2013 --- Intersection, Germany. --- Image by © Markus Hanke/www.MarkusHanke.de/CorbisFew words scare the corporate world like the term “disruption.” No matter the language, disruption conjures the fear of dilution, alteration, and disturbance. And as the world becomes increasingly hyperconnected, disruption seems to be an ever-present threat.

Nevertheless, the C-suite is remaining vigilant by embracing the digital economy as the new reality. According to a recent study conducted by the Economist Intelligence Unit, 80% of executives view hyperconnectivity positively – indicating that it presents more opportunities than threats. All the while, they are carefully watching the competitive landscape and anticipating the arrival of overnight digital sensations and the inventiveness of long-time adversaries.

However, this is only one side of the transformational change hyperconnectivity is bringing. Disruption is not just happening on the corporate side of the consumer market – consumers are steadily disrupting everything a business touches.

The secret? Go beyond the competition to find disruptive opportunity

Not that long ago, most businesses followed a one-time transaction model. They would manufacture the product and ship it to the retailer, and consumers would purchase it. However, hyperconnectivity has changed the rules – making this experience a distant memory.

Consumers are more connected to information and no longer interested in listening corporate rhetoric. By drastically changing everything in our lives, the Internet is giving more power to the consumer, putting them in a position to guide the conversation and dictate product and service offerings. From this perspective, it is easy to see that hyperconnectivity and its impact on social behavior are the true disruptors.

Haier Asia, a top-ranking multinational consumer electronics and home appliances company, is one of those few companies that quickly recognized how hyperconnectivity is powering consumer-based disruption. “When you look around, no consumer life business is making money. Why is that? Margins are so slim,” cites Yoshiaki Ito, president and CEO of Haier Asia. “Consumers are far, far faster than manufacturers because they are getting new information on a daily basis. In the meantime, traditional companies produce their products – taking 24 months. So the gap is just widening every second.”

Instead of surrendering to these challenges, Haier decided to disrupt itself and the market it serves. With a two-prong approach to digital transformation, the company created a service-based model to seize the potential of new consumer behaviors and accelerate its product development cycles.

“My strategy for Haier Asia is to double up the digital platform. This is a great opportunity to bring us to the next level by becoming a services provider and gaining a steady stream of new revenue,” says Ito.

How did Haier take advantage of hyperconnectivity to gain the attention of stakeholders and consumers? Watch the video below to find out.

This article originally appeared on SAP Business Trends.

Want more insight on managing digital disruption? See Three Keys To Winning In A World Of Disruption.

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About Dinesh Sharma

Dinesh Sharma is the Vice President of Digital Economy at SAP. He is a GM-level technology executive with leadership, technical innovation, effective strategic planning, customer and partner engagement, turnaround management and focused operational execution experience at both large enterprise and startup companies. Share your thoughts with Dinesh on Twitter @sharmad

Diving Deep Into Digital Experiences

Kai Goerlich

 

Google Cardboard VR goggles cost US$8
By 2019, immersive solutions
will be adopted in 20% of enterprise businesses
By 2025, the market for immersive hardware and software technology could be $182 billion
In 2017, Lowe’s launched
Holoroom How To VR DIY clinics

From Dipping a Toe to Fully Immersed

The first wave of virtual reality (VR) and augmented reality (AR) is here,

using smartphones, glasses, and goggles to place us in the middle of 360-degree digital environments or overlay digital artifacts on the physical world. Prototypes, pilot projects, and first movers have already emerged:

  • Guiding warehouse pickers, cargo loaders, and truck drivers with AR
  • Overlaying constantly updated blueprints, measurements, and other construction data on building sites in real time with AR
  • Building 3D machine prototypes in VR for virtual testing and maintenance planning
  • Exhibiting new appliances and fixtures in a VR mockup of the customer’s home
  • Teaching medicine with AR tools that overlay diagnostics and instructions on patients’ bodies

A Vast Sea of Possibilities

Immersive technologies leapt forward in spring 2017 with the introduction of three new products:

  • Nvidia’s Project Holodeck, which generates shared photorealistic VR environments
  • A cloud-based platform for industrial AR from Lenovo New Vision AR and Wikitude
  • A workspace and headset from Meta that lets users use their hands to interact with AR artifacts

The Truly Digital Workplace

New immersive experiences won’t simply be new tools for existing tasks. They promise to create entirely new ways of working.

VR avatars that look and sound like their owners will soon be able to meet in realistic virtual meeting spaces without requiring users to leave their desks or even their homes. With enough computing power and a smart-enough AI, we could soon let VR avatars act as our proxies while we’re doing other things—and (theoretically) do it well enough that no one can tell the difference.

We’ll need a way to signal when an avatar is being human driven in real time, when it’s on autopilot, and when it’s owned by a bot.


What Is Immersion?

A completely immersive experience that’s indistinguishable from real life is impossible given the current constraints on power, throughput, and battery life.

To make current digital experiences more convincing, we’ll need interactive sensors in objects and materials, more powerful infrastructure to create realistic images, and smarter interfaces to interpret and interact with data.

When everything around us is intelligent and interactive, every environment could have an AR overlay or VR presence, with use cases ranging from gaming to firefighting.

We could see a backlash touting the superiority of the unmediated physical world—but multisensory immersive experiences that we can navigate in 360-degree space will change what we consider “real.”


Download the executive brief Diving Deep Into Digital Experiences.


Read the full article Swimming in the Immersive Digital Experience.

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Kai Goerlich

About Kai Goerlich

Kai Goerlich is the Chief Futurist at SAP Innovation Center network His specialties include Competitive Intelligence, Market Intelligence, Corporate Foresight, Trends, Futuring and ideation. Share your thoughts with Kai on Twitter @KaiGoe.heif Futu

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Jenny Dearborn: Soft Skills Will Be Essential for Future Careers

Jenny Dearborn

The Japanese culture has always shown a special reverence for its elderly. That’s why, in 1963, the government began a tradition of giving a silver dish, called a sakazuki, to each citizen who reached the age of 100 by Keiro no Hi (Respect for the Elders Day), which is celebrated on the third Monday of each September.

That first year, there were 153 recipients, according to The Japan Times. By 2016, the number had swelled to more than 65,000, and the dishes cost the already cash-strapped government more than US$2 million, Business Insider reports. Despite the country’s continued devotion to its seniors, the article continues, the government felt obliged to downgrade the finish of the dishes to silver plating to save money.

What tends to get lost in discussions about automation taking over jobs and Millennials taking over the workplace is the impact of increased longevity. In the future, people will need to be in the workforce much longer than they are today. Half of the people born in Japan today, for example, are predicted to live to 107, making their ancestors seem fragile, according to Lynda Gratton and Andrew Scott, professors at the London Business School and authors of The 100-Year Life: Living and Working in an Age of Longevity.

The End of the Three-Stage Career

Assuming that advances in healthcare continue, future generations in wealthier societies could be looking at careers lasting 65 or more years, rather than at the roughly 40 years for today’s 70-year-olds, write Gratton and Scott. The three-stage model of employment that dominates the global economy today—education, work, and retirement—will be blown out of the water.

It will be replaced by a new model in which people continually learn new skills and shed old ones. Consider that today’s most in-demand occupations and specialties did not exist 10 years ago, according to The Future of Jobs, a report from the World Economic Forum.

And the pace of change is only going to accelerate. Sixty-five percent of children entering primary school today will ultimately end up working in jobs that don’t yet exist, the report notes.

Our current educational systems are not equipped to cope with this degree of change. For example, roughly half of the subject knowledge acquired during the first year of a four-year technical degree, such as computer science, is outdated by the time students graduate, the report continues.

Skills That Transcend the Job Market

Instead of treating post-secondary education as a jumping-off point for a specific career path, we may see a switch to a shorter school career that focuses more on skills that transcend a constantly shifting job market. Today, some of these skills, such as complex problem solving and critical thinking, are taught mostly in the context of broader disciplines, such as math or the humanities.

Other competencies that will become critically important in the future are currently treated as if they come naturally or over time with maturity or experience. We receive little, if any, formal training, for example, in creativity and innovation, empathy, emotional intelligence, cross-cultural awareness, persuasion, active listening, and acceptance of change. (No wonder the self-help marketplace continues to thrive!)

The three-stage model of employment that dominates the global economy today—education, work, and retirement—will be blown out of the water.

These skills, which today are heaped together under the dismissive “soft” rubric, are going to harden up to become indispensable. They will become more important, thanks to artificial intelligence and machine learning, which will usher in an era of infinite information, rendering the concept of an expert in most of today’s job disciplines a quaint relic. As our ability to know more than those around us decreases, our need to be able to collaborate well (with both humans and machines) will help define our success in the future.

Individuals and organizations alike will have to learn how to become more flexible and ready to give up set-in-stone ideas about how businesses and careers are supposed to operate. Given the rapid advances in knowledge and attendant skills that the future will bring, we must be willing to say, repeatedly, that whatever we’ve learned to that point doesn’t apply anymore.

Careers will become more like life itself: a series of unpredictable, fluid experiences rather than a tightly scripted narrative. We need to think about the way forward and be more willing to accept change at the individual and organizational levels.

Rethink Employee Training

One way that organizations can help employees manage this shift is by rethinking training. Today, overworked and overwhelmed employees devote just 1% of their workweek to learning, according to a study by consultancy Bersin by Deloitte. Meanwhile, top business leaders such as Bill Gates and Nike founder Phil Knight spend about five hours a week reading, thinking, and experimenting, according to an article in Inc. magazine.

If organizations are to avoid high turnover costs in a world where the need for new skills is shifting constantly, they must give employees more time for learning and make training courses more relevant to the future needs of organizations and individuals, not just to their current needs.

The amount of learning required will vary by role. That’s why at SAP we’re creating learning personas for specific roles in the company and determining how many hours will be required for each. We’re also dividing up training hours into distinct topics:

  • Law: 10%. This is training required by law, such as training to prevent sexual harassment in the workplace.

  • Company: 20%. Company training includes internal policies and systems.

  • Business: 30%. Employees learn skills required for their current roles in their business units.

  • Future: 40%. This is internal, external, and employee-driven training to close critical skill gaps for jobs of the future.

In the future, we will always need to learn, grow, read, seek out knowledge and truth, and better ourselves with new skills. With the support of employers and educators, we will transform our hardwired fear of change into excitement for change.

We must be able to say to ourselves, “I’m excited to learn something new that I never thought I could do or that never seemed possible before.” D!

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