This article was first published on Singapore Economic Development Board’s (EDB) Insights, titled “4 Takeaways from companies actively building ventures in Singapore”. EDB is a government agency under Singapore’s Ministry of Trade and Industry and is responsible for strategies that enhance Singapore’s position as a global centre for business, innovation, and talent. Get the latest insights, stories, and analysis on how companies are growing in Asia delivered to your inbox here.

Find out more about Corporate Venturing in Singapore and EDB‘s Corporate Venture Launchpad programme. You may also contact the EDB New Ventures team for more information.

At EDB’s Corporate Venture Launchpad community event, key executives share their corporate venturing tips gained from their journey to unlock new avenues of growth in Singapore.

To stay ahead of the curve amidst market disruptions, companies are embarking on corporate venture building where established companies build new capabilities beyond their core businesses. A 2021 Leap by McKinsey survey found over half of 1,178 business leaders across regions and industries placed venture building as a top-three priority, while a fifth-ranked it number one.

Recognising this, the Singapore Economic Development Board (EDB)’s corporate venturing arm, EDB New Ventures, launched its pilot Corporate Venture Launchpad (CVL) programme in 2021.

The CVL pilot supports companies new to corporate venturing in Singapore by helping them build their new ventures quickly and effectively. Corporates can partner with appointed venture studios who bring venture-building experience, methodologies, and multi-disciplinary talent, as well as receive support such as access to industry networks, expertise, and risk-sharing capital from EDB New Ventures.

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Last month, executives from the programme’s appointed studio partners and participating companies, alongside EDB New Ventures, gathered to wrap up the first edition of CVL. More than 70 event attendees heard first-hand insights on what goes on in a venture-building sprint. 

Core members of various corporate venturing sprints and other key executives who have been successful in building a venture engine — which serves as an internal arm within the parent company and with the capabilities put in place to build a portfolio of new ventures — were also present to share their learnings and best practices. They are:

• Belina Lee, CEO, Mandai Global and Deputy CEO, Transformation & Growth, Mandai Wildlife Group
• Eileen Tan, VP, Digital Customer Experience and Analytics at SATS Limited
• Jochen Lorenz, Head of grow platform (ASEAN), a Bosch company
• Michael Pareles, Open Innovation Lead (APAC), Bayer Crop Science
• Suresh Sundararajan, CEO, Olam Ventures

Insights as shared by the panel of experts

These are some of the key takeaways shared during the event:

1. Make it make cents for senior management

Management’s support and alignment can make or break the venture. To secure senior management’s buy-in, it is essential to identify a clear impetus for the company to build a new venture. This largely depends on the maturity and nature of the business.

The main concerns of any business boil down to two things: money and talent. Building a compelling case means satisfying these priorities. SATS’ Eileen Tan explained that the CVL programme helped her company in both ways with co-funding and the promise of external validation.

The finite sprint timeline also supported their proposition: “Instead of asking management for, say, $1 billion upfront, you’re saying, ‘Give me eight weeks, I’ll prove to you that this concept is valid and a viable business opportunity.’ If at the end of the sprint, it’s not successful, that’s where you [can] stop.”

For more experienced corporates keen on building a venture engine, it necessitates a different ballgame of consensus building with leadership over time. Management should note that not all new business ventures serve to improve the core business. Such ventures should be able to create value on a standalone basis.

Once a common understanding is reached, Olam Ventures’ Suresh Sundararajan explained that the next step is to project how much capital will be needed over the next three to five years.

On the value of having external input during the concept validation of a venture, Eileen Tan, SATS Vice President, Digital Customer Experience and Analytics explained, “A lot of times, when you [build ventures] internally, there’s internal bias and a parent-mentality. You need some balance, having someone external to validate that thinking. Partnering with EDB, [and] with someone from the venture studio who has been there, done that, helped with check-and-balance and managing expectations from senior management.”

2.     Assemble the dream team

Once past the hurdle of convincing top management, the next and perennial challenge most companies face is finding the right talent. All panellists at the event were emphatic that there can be no compromise on securing good talent. More importantly, this is the point at which the corporate should already consider who will run the venture if or when it launches.

From pulling a member from the core business to initiating the hiring process, building a venture team can be a daunting endeavour. It can take time to figure out who has the makings of an intrapreneur — a corporate executive driving innovation internally.

Mandai Wildlife Group’s Belina Lee explained that while Mandai Wildlife Group initially had an internal startup team made up of members from the parent company, “It [was] difficult having a start-stop momentum”. Members had to manage the demands of their original job scope while working on the venture sprint, which led to breaks in the sprint. Eventually, a full-time core team was assembled, together with subject matter experts that were called in where needed to provide insight.

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Meanwhile, Bayer Crop Science’s Michael Pareles, mused about his unique experience, “Internally, there are some people we put on sprints for their mindsets and, of course, their expertise. At other times, we also bring in external talent. When we worked with [the CVL appointed venture studio], they helped bring in people with an entrepreneurial mindset.”

Ultimately, different strategies are needed depending on the existing core team and venture opportunity. The CVL programme helps corporates by providing partnerships with appointed venture studios and filling talent gaps through access to industry networks.

Another crucial insight shared was that talent should be kept and not just found. To have them take ownership over the venture, Bosch’s grow platform’s Jochen Lorenz recommended that talent be incentivised and compensated adequately. If treated as an employee, they will act as employees — not intrapreneurs.

3.     Minimise barriers, maximise autonomy

While pre-sprint processes are crucial, momentum must carry through during the sprint itself. To maintain agility, sprint leaders should create a space of autonomy for the team to fully use the sprint’s short period.

In the case of building their respective venture engines, both Sundararajan and Lorenz agree that corporate ventures should be run as independently from the company’s core business as possible so that things can move smoothly and efficiently.

Governance from the corporates should be minimal, and the venture team should only go back to the board for business updates at pre-agreed intervals. The only exceptions are critical decisions that the board ought to take as warranted by business conditions, for example, a major pivot in strategy or capital infusion which was not planned for, Sundararajan quipped.

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“Everything else is done with an open mind and should not be influenced by existing corporate systems and processes. Even in areas like corporate functions where one would typically prefer to leverage on the corporate, both should objectively decide on what is best for the venture rather than imposing pre-set processes. It is a fine balance of autonomy, outcome, benefits of standardisation, and control,” Sundararajan explained.

On the best practices of corporate venture building, Lorenz shared, “Build your venture as a separate legal entity, with separate management. It starts with separate processes. It also goes away from the usual kind of KPIs you have. The multinational looks for perfection, high [yield] return, and productivity increase with stringent processes. A startup looks for validation, for exploration with high agility.”

4.     Prepare for lift-off, Keep the Momentum

As the sprint draws to an end, the next challenge is ensuring there is no drop-off in momentum after approval is received.

Lee explained that it is important to do scenario planning even before the sprint to ensure that the team can act quickly once approval is gained. “Once we have the green light, we’re ready to go. We don’t have to ask, ‘What are the next steps?’ and then start planning.”

Building a new venture is by no means simple. While these tips bolster a venture’s chances of success, nothing is guaranteed in corporate venturing. Not all concepts might be validated, and not all new ventures can scale successfully. However, with a clear roadmap in place, risks can be mitigated to allow the team to move forward with confidence.

Ventures made possible

Promisingly, at least 40 corporate ventures have successfully launched in Singapore (as of January 2020). EDB New Ventures’ Michelle Tan, shared how the interest received on the CVL is owed not only to the conviction of the corporates but also to the quality of the appointed venture studios and the work that they do. 

New Ventures will be launching an enhanced version of the programme on 26 July 2022.

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Disclosure: This article is produced by EDB. This article is distributed by e27, sponsored by EDB.

Get the latest insights, stories, and analysis on how companies are growing in Asia delivered to your inbox here.

Find out more about Corporate Venturing in Singapore and EDB‘s Corporate Venture Launchpad programme.

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