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Rochester is in the Finger Lakes region of New York state between Syracuse and. Rochester vibe- reviving city after big three companies Kodak, Bausch and Lomb, and Xerox comes the Big 20 or 30, renovated downtown, Genesee Valley Trail Eastman Museum, Museum of Play. Rochester Institute of Technology and University of Rochester for higher education. Erie Canal flows through suburb Pittsfield. Has Lilac festival in Spring (May). It is one of America's great industrial cities with good educational facilities. Population of Monroe County where Rochester is located is about 750,000. Apartment rent is about $1400 and a house sells for about $225,000. Rochester International Airport connects to 17 cities.

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Kodak Labs in Eastman Kodak Park, Rochester, New York, in 2015, as the struggle to come up with new applications to reinvent the company continues.

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The new interim board chairman of GM i Kent Kresa, 71 years old, who was CEO of Northrop Grumman Corporation between 199o and 2003, and previously served on the board of Chrysler. He is described as being very down to earth, pragmatic, who is expected to do well dealing with the government, by a senior partner at Korn Ferry International recruiters. Mr Kresa said in a statement that a new slate of directors will be submitted at the next annual meeting that will include a majority of new directors. That meeting is scheduled for August but might be pushed up. Kresa and Philip Laskawy, Ertnest & Young's retired CEO, had tried for 2 years to persuade fellow directors to replace Wagoner. They felt that Wagoner had fialed to change GM's corporate culture but were opposed by George Fisher, retired CEO of Eastman Kodak, and Eckard Pfeiffer retired CEO of Compaq. Of the 11 outside board members, seven are in place since 2003. Interestingly they are all retired CEO's except for Kathryn Marinello, CEO of Ceridian Corp. This has prompted one remark at ameeting of the administration task force that the board was "a collection of failed CEO's". Many experts advising the taskforce and the bondholders put some pressure on the task force to replace the board because of its complete failure....

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Not only have directors at companies like Washington Mutual, Countrywide Financial and Fannie Mae not taken responsibility for the crisis. They have simply moved on to other boardrooms says Gretchen Morgenson of the NYT. These direcotrs did little when these companies were leveraged and made dubious loans or risky investments. Says Paul Hodgson of the Corporate Library, "these directors have avoided the corporate limelight as far as blame is concerned." Companies like Sunoco, the oil company, Paccar, a truck manufacturer, and Tetra Tech each have directors from these failed companies. Thomas Gerrity, a professor of managemet at Wharton is one of the outside directors at Fannie Mae who is now at Sunoco. Robert Parry, a former president of the Federal reserve bank of San Francisco, was adirector at Countrywide from 2004 to 2008. Parry is on the board at Paccar. Says Frederick Rowe, president of Invesotrs for Director Accountability, a nonprofit shareholder advocacy group, the board member gets $475,000 a year, he plays golf with the CEO, he is apersonal friend, goes to nice places for board meetings, and he is just not going to one word that would jeopardize his position on the board. In the case of GM the board held together in one voice right up to the bankruptcy with a director who was a former CEO of Eastman Kodak and the lead person on the board, insisting that management had done everything right, all the way up to the end. These directors had to be fired once the government took an ownership interest in GM, and before this they survived just about everything, including tens of thousands of jobs lost in Michigan, and the devastation of communities and people around the state. Gretchen points out that the director dysfunction is because its almost impossible to have adirector fired for sleepwalking through the job or simply rubberstamping the maagement's decisions. Shareholders have to launch an expensive proxy fight to oust a director. Currently proposed changes by the SEC to allow those who have at least a stake of 1% in a big company to put up their own nomiees are not effective steps say shareholder advocates. John Gillespie, co-author of "Money for Nothing," a forthcoming book on board failures with David Zweig, says the problem lies in the culture of the boards which determines how directors behave. Solutions he suggests are instituting term limits for directors and separating the positions of board chairman and chief executive....

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CEO Shigetaka Komori of Fujifilm Holdings Corp. describes how Fuji responded to the technological changes that made photographic film obsolete. Kodak recently filed for bankruptcy protection. Fuji made the transition to other products to cope with the change. Komori became president in 2000. He says one of the responses was to reduce costs. In 2005 and 2006 Fujifilm reduced costs by $2.5 billion mostly in photographic film. Fuji's management asked the question what technologies the company possessed and how they could be applied in new business areas. This led to new businesses in making the films used for making LCD panels used on PC's, televisions and other devices. These materials generate 10% of sales. The other areas are in medical equipment, drugs and cosmetics. Fujifilm acquired health care companies Toyama Chemical for $1.4 billion in 2008 and agreed to buy SonoSite for $995 in Jan. 2012. Health care now makes up 12% of sales.

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Comments about Edward Whitacre, who put AT&T together after becomng CEO of Southwestern Bell, and built the new business around cellular, wireless and internet services once the long distance market collapsed. Says board member and leader Kent Kresa, of Henderson and Whitacre, "they are both open to the ideas and opinions of others. I think there will be a good dialogue." Says a colleague Haskell Monroe, on the AT&T board, " he faces the facts, he looks for the truth and he is a person who takes responsibility for his decisions." Says Gerald Myers, a University of Michigan professor and former chairman of American Motors Corp, "he is'nt a loveableguy. He's not going to be your friend. He is blunt, but he is so often right that you accept the abuse."

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Steve Rattner, Obama's senior auto advisor, was the one who suggested Mr Whitacre for this position , and felt he would be the right choice to bring fresh thinking to GM. Steve Rattner knew Whitacre, and after board leader Kresa met with him 3 weeks ago he felt that he would be an excellent choice to bring back public confidence in GM.

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Whitacre is basically blunt about his mission from the Obama adminstration when he attends meetings at the Tech Center in Warren or at the Westin Detroit Airport hotel and the San Antonio club: get GM growing again, he wants to see market share north of 20%. The Obama administration, Bloom and others are clear about the government wanting to get its $50 billion for the USA and $9 billion for Canada back as early as possible. He has told GM's Henderson he will be replaced it things don't change fast enough, and he wants product out faster, 2 year development times for new cars instead of three years today. The same message has been passed on to middle and upper middle managers in diagonal meetings. And what are readers commenting on this- and readers views matter a lot because GM has a wrong perception out there that hurts sales- a third of twelve readers said they cannot understand why young people are not moved up to run the company especially from design and engineering, one mentions Whitacre's age 70 years. A third just don't think much will change, and one says he will buy aFord. And a third says Whitacre is the guy who can shake things up and he should. ...

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With Whitacre in charge at GM there is a change of style and substance that just flows from who the man is. He is a no-nonsense guy, who once told a colleague from his days at Southwestern Bell, that God gave us two eyes and one mouth for the right reason so we should use it in that proportion. He is quite matter of fact about approaching the probems at GM right from the beginning. From those early meetings at the Westin airport hotel in Detroit, where he would tell GM executives and Henderson that if things did not happen the way they should and quickly he would find the right people. After there was a lot of soul searching about Henderson's decision to sell Opel- and three directors with private equity background decided it was bad for GM, that GM needed Opel for its compact and midsize car engineering and sales volume- Henderson was replaced as CEO. The decision was reversed. Within 3 months of Henderson's departure four other executives were let go, 20 more were reassigned and seven outsiders were brought in to fill top jobs. Lutz was marginalized. Reuss in his forties was placed in charge of N. America. The metrics were simplified from Wagoner's days to six: market share, revenue, operating profit, cash flow, quality, and customer satisfaction. His approach to get managers who make decisions fast and correct mistakes speedily. Vice chairman and CFO, Christopher Liddell, is from Microsoft and joined in January. Liddell points out that 12 of the 13 person GM executive committee are either new to the auto industry or outsiders. And the seniormost Whitacre and Liddell, are new to the auto industry and outsiders, so Whitacre can point out that GM has run the business in a more complicated way than it needs to be. The big changes are cultural. And making these changes for a company the size of GM and with the trauma that happened at GM with the speedy decline, required someone with the experience Whitacre gained in tackling the problems he faced at Southwesten Bell and the new AT&T, with its changing culture. The tough down-to-earth nature of the guy, with no affectations or layers to his personality whatsoever, proved an asset at the new AT&T and now at GM. Other decisions he has made at GM, are some strategic ones like bringing down incentives to sell cars, the latest being letting market share drop in March in the face of Toyota's heavy use of incentives to recover from the recall crisis, but sticking to reducing the incentive dollars by $1200 to $3500 per car. This made it possible to achieve sales goals. And some tactical but of great significance, from a common sense approach to GM advertising with his remark "I'm sick of Howie Long." Pitchman Long was a football player, and what Whitacre insisted on was showing off GM's best models and features to blow the competition, like the "May the Best Car Win," campaign. That many of GM's ads didn't focus on the cars and didn't make any sense, like little Cadillacs flying out of a birdhouse, makes this truly incredible to an outsider. Other things Whitacre brings are a change in his expectations, and his overall demeanor. This impatience may be a good thing for GM especially with the capital investment in new models, plant investment and better decisionmaking, and commonsense approach, to back it up. In the car industry it can't hurt for the top guy to look at the car clay models and ask why they can't be brought to market in 12 months. It gets people thinking differently. Asking a Cadillac dealer he knows in San Antonio why they should'nt be selling twice as many Cadillacs if the marketing was better. It helps when the top guy can visit a plant and have "diagonal slice meetigs" with plant staff, workers and UAW people, to talk about things in sweat shirt and jeans with no airs about yourself whatsoever, and to follow this up with a repeat meeting some months later and announce a $136 million investment, as he did with the Fairfax plant in Kansas....

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Days after firing Henderson, and leaving Lutz with an advisory role with no reports, Whitacre who is now the CEO has moved to bring younger managers in important positions. Mark Reuss assumes the role of head of the North American operations. One year ago he was running the Australian operations. He was only recently in charge of engineering at GM. The Board is pushing for these changes. Whitacre says the GM culture and tendency for top managers not to bring in younger managers to run things has stifled talented younger people at the company. Susan Docherty was given additional responsibilities of marketing. Some of these moves were long overdue. The old echelons simply stayed on for too long risking the jobs of tens of thousands of GM workers and taking the company to the brink of disaster.

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Who is Ed Whitacre? What is he like and where is he from? Ed Whitacre headed Southwestern Bell or SBC, which he merged with AT&T. Bored as a retiree in San Antonio after leaving AT&T, he took the job at GM. He golfs, wishes and hunts with his chocolate Labrador retriever at a ranch near his house in San Antonio. He is impatient by nature and likes to see things done. Managers who worked with him at Southwestern Bell say while they were working on day to day business, Whitacre would be the one thinking ahead, trying to figure out how to compete in the future, and the things that were likely to happen in the changing environment. For a smaller Bell he saw that it was simply whether his Bell would be acquired or whether he would acquire other Bell companies. He is a hands-on guy who like to do things himself, like running a bulldozer around his ranch, one of the things Whitacre likes to do. His beginnings are in small town Texas. The place is a sleepy railroad town called Ennis, Texas, where for 50 years his father was a locomotive engineer. Whitacre says his father had never finished high school, and he did not want Whitacre working for the railroad. Both his parents insisted that he get acollege degree. Whitacre went to Texas Tech in Lubbock, Texas, because the tution was only $75, and landed a job at Southwestern Bell in 1963 as a facility engineer. And he stayed with the company all the way- with 19 moves living in Texas, Arkansas, Missouri and Kansas- till it became the new AT&T. Frost, a retired San Antonio banker and a member of Southwestern Bell's Board in 1990 when Whitacre became CEO, says Whitacre started from the bottom, and literally, even climbing telephone poles. So it isn't surprising that this guy walks around the GM Renaissance Center, talks to GM employees, tries out a Taco at the Food Court at the Renn center (says its OK but not like Texas tacos), and uses all elevators like everybody else, unlike GM executives who equiped elevators so they could bypass floors. And he isn't hesitant to wear jeans and a sweat shirt while visiting a factory, which he says is all the clean clothing he had at the hotel. Now he has an apartment. Works 14 hours a day, 5-6 days a week, and has his phone ringing just when he hopes to leave town to escape for a weekend. ...

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Friedman points to the need for workers to have a Curiosity Quotient or C.Q., and Passion Quotient or P.Q., in addition to Intelligence Quotient I.Q. to compete in a digital hyperconnected world. The ubiquitiousness of tech devices, instant access to information, learning and knowledge, for people in remote cities to smaller towns everywhere, reduces the span in which a particular knowledge subset is relevant. New developments take place faster creating continual obsolescence and need for constant learning and curiosity.