A name is the most important identifier of a person, a brand, state, a village, a business, a nation, a pet etc. The name implies race, era, societal culture and religion. No wonder, people take time to name their children, their business, their pet, their memoirs etc. Names have meaning and they do suggest character, traits and acumen of a person/business/state/nation/ product. Each name has power, people work hard to make the name outstanding and influential, and it must be valued.

Beyond just a memorable logo and tag line, good branding adds to the value of a company. It provides employees with direction and motivation, and attracts more and more customers easily. A brand represents the total sum of people’s awareness and experience of an individual, a company, a product, a school, college, a university, a hospital, a park, an auditorium, a nation, a river, a mountain, a flower and infinite things. There are countless components which go in creating a successful brand.

In this article I will be discussing some examples of how names were created of certain brands.

Do you know that Pepsi was named after the medical term for indigestion? The inventor of Pepsi, Caleb Davis Bradham, originally wanted to be a doctor, but due to some crisis in his family, he left medical school and became a pharmacist instead, according to the company website. His original invention, identified as “Brad’s Drink,” was made from a mix of sugar, water, caramel, lemon oil, and nutmeg. Three years later, Bradham renamed his drink, which he believed helped digestion; so he named it as “Pepsi-Cola,” taken from the word upset stomach, meaning indigestion.

Panera Bread Company is a chain store of bakery-café fast casual restaurants in the United States and Canada. Panera combines two words “pan” and “era.” According to Panera’s Facebook page, the chain store’s name has Latin and Spanish roots. In Spanish, “pan” means bread and “era” means age or time. So put together, Panera means “age of bread.” And, in Latin it means breadbasket.

Google owes its name to a typographical error. Its name came forward from a brainstorming session at Stanford University. Founder Larry Page was coming up with ideas for a massive data-index website with other graduate students, according to a Business Insider report. One of the suggestions was “googolplex” one of the largest describable numbers. The name ‘Google’ came about after one of the students accidentally spelled it wrong. Larry Page thought of keeping the name as erroneously spelled and registered his company with this name.

McDonald is named after two brothers who ran a burger restaurant. Raymond Kroc, the founder of McDonald’s, used to sell milkshake machines. Once he met brothers Dick and Mac McDonald, who ran a burger restaurant in San Bernardino, California. The McDonald brothers bought several of Kroc’s Multimixers and he was so impressed by their burger restaurant that he became their agent and set up franchises around the US. Years later, he bought rights to the McDonald’s name.

Adidas is not an acronym for “All Day I Dream about Soccer”; it’s a fallacy of many people. It turns out the athletics-apparel brand is named after its founder, Adolf Dassler, who started making sport shoes when he came back from serving in World War I, according to the LA Times. The name combines his nickname, Adi, and the first three letters of his last name, Dassler.

Hans Wilsdorf, the founder of Rolex, the expensive watches wanted a brand name that could be understood and pronounced in any language. He tried combining the letters of the alphabet in every possible way. He thought of hundreds of permutations and combinations by setting and fixing the alphabets. But, none of them felt quite right. One morning, while riding on the upper deck of a horse-drawn omnibus along Cheapside in the City of London, the name “Rolex” struck in his mind and ears.

The name LG came from the merger of two companies, Lucky and Goldstar, the acronym of both companies. It was officially decided to use the brand name as LG.  It is a conglomerate in South Korea. When the company started marketing its products to the west and English speaking countries the company rethought about its name using the same acronym as “Life’s Good” as a backronym (an acronym deliberately formed from a phrase whose initial letters spell out a particular word or words).

Nike is the Greek goddess of victory and she often represented with wings. Her presence symbolized victory and she was often depicted as sitting next to Zeus, the Greek god. The swish designed signifies her flight.

SONY the leading manufacturer of electronics products for the consumer and professional markets is headquartered in Minato, Tokyo, Japan. Sony comes from the Latin word ‘Sonus’ which means sound. And, ‘Sonny’ is a slang word used by Americans to refer to a bright youngster. The company was named after bright youngsters – Sonny boys working in sound and vision. The name Sony was also chosen because it could be pronounced easily in many languages.

Vodafone was formed under the Racal telecommunications brand and as was launched in January 1985 under the name Racal Vodafone Holdings Ltd. The name Vodafone is derived from three words which are of significantly important for the industry. The short explanation could be described with the naming formula voice, data and phone. The idea of this name came from Saatchi & Saatchi (the advertising agency) and one of the company’s original directors. It was the agency’s idea of spelling phone as “fone” which at first wasn’t accepted very well by the then CEO of Vodafone. Eventually he pondered over it and accepted the name. This is how the name “Vodafone” was born.

Brand building requires sincerity: Like we individuals have our personalities, style and image; brands also have their personalities. Brands make a personal connection with their customers. Just as people have values, goals, beliefs and even flaws, so do organizations. Customers connect with the brands if only they like them. The connection grows when brands deliver what is promised. Customers go by their own experience.

Organizations need to work on delivering exactly what they communicate regarding their brands. They need to decide on their brand’s personality traits and deliver them as promised.  Over-promising and under-delivering turns out to be short-term marketing strategy.  In fact, it’s often cheaper and easier to create hype, than providing genuine substance.

Initial marketing hype can create little success, but after it fades, organizations fall flat and struggle to retain customers and struggling for their existence. The core issue in branding exercise is maintaining the brand authenticity. And what is a brand? It’s a name!

Here are few world famous brands and their hidden meaning.

The name Adidas is derived from that of its founder, Adolf Dassler. The company’s logo has changed over time, but it’s always included three stripes. The current configuration is three stripes at an angle which together form a triangle. It symbolises a mountain, which in turn represents the challenges which all athletes need to face and conquer.

Rob Jenoff the designer who created with the world-famous Apple company logo, has explained how he came up with the idea: he bought a whole bag of apples, placed them in a bowl, and spent time drawing them for a week, trying to break the image down into something simple. Taking a bite out of an apple was part of the experiment, and completely by coincidence he realised that ’bite’ sounded exactly the same as the computer term ’byte’. A byte is considered as a unit of memory size of computer. Wow!! What a coincidence, and creativity that is.

Amazon has been using its current logo for 18 years. The logo illustrates that company sells everything from A to Z. The arrow in the logo points from the “A” to the “Z”.  The arrow at the bottom also symbolizes a smile, portraying that their customers are happy after using their service. The logo shows that Amazon can get anything for you at your doorstep; all you need is to log on their website.

The white and blue checker boxes represent a white/silver propeller blade spinning against a clear blue sky which portrays a happy drive on bright day. BMW logo also symbolizes the Bavarian flag colors which represents their origin. Also, it’s often supposed that the central part of the BMW logo symbolizes the rotating blades of an airplane, which are in line with the company’s earlier history of aviation technology.

The iconic Coca-Cola logo has changed many times over the past 126 years in design; however, you may be surprised to know the brand’s world-famous font of script and wave have always looked exactly as they do now. In the world-famous logo of the Coca-Cola Company, in the space between the letters ’O’ and ’L’, one can clearly see the Danish flag. The company has nonetheless used this as part of its marketing campaigns in the Scandinavian country. Just for the sake of the history of this brand, when it was introduced in 1885, it was marketed as a health tonic to cure a range of ills, including headaches, low sex drive and addiction. Coke started out with coca which is the extract of cocaine as a key ingredient, along with the kola nut. Hence it was named as Coca-Cola.

The FedEx logo was designed in 1994 by Linden Leader & Landor Associates, at first appears simple and straightforward. However, if you look at the white space between the “E” and “X” you can see a right-facing arrow. This “hidden” arrow was intended to be a subliminal symbol for speed and accuracy. FedEx assures on time and safe and sound delivery of courier.

The logo of Hyundai appears as “H” the first letter of the brand name. But, the South Korean conglomerate Hyundai’s logo symbolises two people: a client and a representative of the company shaking hands. People shake hands in contentment.

The logo of the South Korean electronics company LG portrays a person’s face, which is the central body region of sense. According to the company, the logo represents its aspiration to maintain everyday human relations with its customers intact. It believes in nurturing relationships with its customers which is a crucial part of growing a successful business.

The Pepsi logo portrays the globe with twirling red, white, & blue color design in a sphere-like shape. It is considered one of the world’s most recognizable corporate trademarks. It’s hard to believe, but Pepsi paid over a million dollars to create this special logo with its secret meanings. The new special design hints at mysterious and secretive themes, such as the Earth’s magnetic field, Feng shui, Pythagoras, geodynamics, the theory of relativity, and the golden ratio. The designer has explained that this logo also makes reference to the Mona Lisa, the Parthenon, and even René Descartes. The red, white and blue colors have always represented the American flag.

In 1990, Toyota debuted the three overlapping Ellipses logo on American vehicles. The Toyota Ellipses symbolize the unification of the hearts of our customers and the heart of Toyota products. The background space represents Toyota’s technological advancement and the boundless opportunities ahead.

I am sure many people like me must have wondered what the logo of Wikipedia means. Each piece bears a glyph (a character or a sign) symbolizing the multilingualism of Wikipedia. As with the Latin letter ‘W’, these glyphs are in most cases the first glyph or glyphs of the name “Wikipedia” rendered in that language. The empty space at the top represents the incomplete nature of the mission of Wikipedia; there are more articles and languages yet to be added. I find this logo most interesting. There are currently 301 language editions of Wikipedia. It is owned by Wikimedia Foundation.

Despite a growing global population, different branches of education, increased numbers of professional institutions, higher education being adopted as important agenda by governments, all over the world the availability of skilled workers is actually shrinking. This is because less importance is given to analytical skills, strategy designs, conceptualization, sensitization to real time issues and contemporary issues. The dynamics of demographic gaps in developing world related to age and sex are drastically bizarre. Birthrates are still high, and population is growing. While the younger population is growing in numbers, the older population’s longevity due to innovations in healthcare is increasing.  Over the next few decades, many countries will experience what David Bloom, chair of the department of global health and population at Harvard’s School of Public Health, has called a “demographic dividend”: a rising proportion of young people entering the workforce, driving productivity and economic growth.

An estimated 31% of organizations worldwide find it difficult to fill positions because of talent shortages in their markets, reports the 2012 Talent Shortage Survey from ‘Manpower’, an international employment agency. When it comes to attracting employees with critical skills, the task becomes even more difficult. Today, 65% of global companies and more than 80% of companies in fast-growth economies are having problems finding employees with the skills they need, reports Towers Watson, an HR consultancy. This fact is despite the growing ranks of college-educated workers and the high unemployment in some of the best-educated markets.

Charles Handy, the Ireland born writer and management philosopher is well-known all over the world for his work on organizational structures and designs. Handy told the world that the perennial shortage faced by the business world for the skilled manpower will be solved by the Shamrock kind of organization. The shamrock leaf shape is a symbolic representation of an organization with three types of workforce, having a main body of core workers with connected lobes of part-time/temporary workers and freelance workers. According to him, this structure of workforce symbolizes the Shamrock ( each leaf symbolizing one structure of workforce). The 3-leafed clover or shamrock was supposedly used by St Patrick to illustrate the Christian doctrine of the Holy Trinity. This says that God exists in three forms – as God the Father, as God the Son (ie Jesus Christ) and as God the Holy Spirit. Handy describes the Shamrock model as the network model of organizations. A network-based structure manages the diverse, complex, and dynamic relationships among multiple organizations or units.

The first leaf consists of core workers in the organization. They are qualified professional technicians and managers. They are essential to the continuity of the organization, and have detailed knowledge of the organizational work culture, processes, objectives and practices. They are on the roll of the organization. The core workers adhere to the organizational rules and regulations framework.

The second leaf consists of operational outsourcing of the company. The second group consists of contracted specialists such as the advertising firms, R&D, computing, security and the catering and courier services. They operate with the organization’s existential culture and are rewarded with fees rather than with salaries or wages. Their contribution to the organization is measured in output rather than in hours, in firm results rather than in how much time is spent by them.

The third leaf of Handy’s shamrock consists of a flexible labor force, discharging part time, temporary and seasonal roles. They too operate within the organization’s culture. Handy says though they may be employed on a informal and relaxed basis they must be managed systematically and not casually. Their worth should be measured in terms of their output. They usually consist of part time employees in production, sales, IT, R&D and other processes. Sometimes they work from their homes and are electronically linked with the organization.

The best example of Shamrock organization is various SBU units of Rank Xerox, the UK based company.  In the early nineties when Rank Xerox experienced that their business processes were not sufficiently documented and this was causing many hurdles in their system they went in for business area analysis (BAA).  They identified 145 distinct business processes and 80 data entities. Through a process called “affinity analysis”, these two inputs were used to form a 145 x 80 matrix. Affinity analysis allowed Rank Xerox to identify clusters of processes and data relationships. 17 business processes were identified, which matched the functional areas reasonably well. Feeling that 17 distinct areas were too many to redesign at one time, senior management prioritized these into seven main areas. They were customer order life cycle, customer satisfaction, installed equipment management, integrated planning & processes, logistics, financial management, personnel management. Without skilled and experienced manpower the business integration was not possible. Xerox adopted the Shamrock pattern, besides their core employees they hired operational outsourced labor and a mix of flexible part-time labor force; thus growing in the Shamrock way.

In the present scenario not only business organizations but even governments of many countries have started operating in the Shamrock way. The Brazilian government has proposed a new outsourcing commission, an organization that would be able to define and enforce new laws that affect buyers and sellers of outsourced services. The first point to note is that the commission is aiming to respond to new corporate structures that have long been common in the US and Europe. It has been common for companies to explore the outsourcing of non-core processes. The commission aims at helping bring in the Brazilian employment law into an age where companies are not single bodies, but collectives of different legal entities, individual contractors, and occasional collaborators. If you analyze closely there are specific areas where Brazilian employment law is quite uncommon compared to other nations.

Handy has gone on record stating that more and more individuals will opt out of formal organizations as the work culture restricts their creativity and freedom. The breed of intelligent and artistic workers prefers selling their services at a pace and at a price which suit them. We already are seeing some dynamic organizations taking real advantage of Shamrock style. Handy argues, nevertheless, that organizations can do a lot more to help the individuals channelize their creativity and innovativeness and by doing so rich profits can be reaped.  We are witnessing far-reaching cultural styles in business operations today. In an ever clambering world of business organizations like LG, Samsung, GE, P&G, HP, Timberland etc are already using principles of Shamrock organization. These organizations have realized that innovations are fostered with its adaptation.

The Japanese are ahead of the rest of the world. In Japan, the most talented people move around from experience to experience as quickly as possible which ensures their talents can be tested in different situations, with different organizational cultures and different managers. When you are exposed to drastically different work cultures, you realize different facts and perspectives. This ensures in one discovering what he is good at. The Shamrock culture works brilliantly in Japan.

Handy’s deliberation has given the world ideas on work-life balance. Many people have opted for serving an organization from outside which helps them manage their career and life both optimally. Handy has an exciting revelation of predicting future trends and changes in organizational structures and workplace practices. He envisages that in 21^st century most men and women will experience a mix of paid work, voluntary activities, higher studies, and personal life. Most having two or more paid sources of work. Coining the phrase ‘portfolio worker’ to describe this phenomenon he has also anticipated the downfall of large hierarchical organizations. He says that those large hierarchical organizations will be replaced with more loosely structured federated global enterprises.

Great days ahead for Shamrock organizations!!!

Why do consumers ignore marketing messages? They are too tired of advertisements day in and out moreover everywhere they go. Because of this boredom they don’t know the brand and what the offering is, they don’t understand how the product or service works, they don’t understand the benefits of the brands, they find the advertised messages ambiguous, they feel the ads are not directed at them, the messages are dull and tiresome, while commercials are aired consumers are busy doing something else, they’re at work, they are not in a mood to hear the ads, in short the customers are tired of hearing from the brands and fundamentally to the company’s value  offering. The moral of this narrative is the good brands don’t need to be advertised too often and good brands sustain on their core values.

It is a fact that brands like Apple, Nike, McDonald or Google achieved their iconic statuses because of an unattainable magical formula, or we can say that they are lucky to have the brilliance of a single visionary leader. However, these companies have adopted specific approaches and principles that transformed their ordinary brands into iconic brands.  

Great brands don’t waste too much time and money on image building; Instead great brands focus on culture, core operations, and customer experience. They reach out to their customers when it is required. Intelligent marketers concentrate on internal marketing communication than external marketing communication. They turn to advertising, promotions, and public relations only after all other elements of the brand have been developed and aligned. These companies believe that actions (customer’s experience) speak louder than words. When organizations cultivate stronger corporate culture, have healthy relations with their stakeholders, believe in corporate governance their brands fuel faster growth.

There’s a lot in name for brands

In my opinion the brand name matters in its success and its life cycle.  Where did the name Apple Computer come from? Steve Jobs & Wozniak wanted their startup to be ahead of Atari Computers in the phone book. They wanted to stay away from the unfriendly, larger than life, complex images created by other computer companies such as IBM, Digital Equipments, Cincom etc. Jobs and Wozniak wanted to pay a tribute to Apple Records, the music label of the Beatles. There’s another tale to it that Jobs in his early life had worked in a farm at California picking and growing apples. The name just clicked and rest is history.

Good brands don’t become complacent

One of the fundamental principles of a brand’s success is its ability to do two challenging things at the same time – maintain consistency in the core of the brand such as quality, features, and price points along with this constantly change in order to stay in tune with the changing times. Doing these two things simultaneously is a big challenge for any brand.  Sony – one of the most distinguished global consumer electronics brand which has enjoyed unparallel brand equity and loyalty is surprisingly losing out its position. Its rivals Samsung and LG are giving it a tough time. Over the last couple of years, Sony has been gradually but surely slipping from its ivory tower.

There are few reasons for Sony’s fall from the top. This is because of its excessive and unrelated diversifications; to name a few – consumer electronics, music label, online music store, semiconductors, a motion picture company and financial units. These diversifications suck its energy and added to heaped costs of unrelated operations.  The diversification’s have not only drained the brand’s resources to a great extent but also abstracted the brand focus from the core of the brand. In addition, brand Sony has become complacent; it has many loopholes left open in its operations making it vulnerable to attacks from rivals. The followers (holding follower position) in the market who are agile, more energized attacked on the loose ends on multiple fronts. Samsung, LG, Apple, Nokia and others have grabbed Sony’s market share in consumer electronics segment.

Good brands don’t chase customers

Regularity and reliability cannot be compromised in the brand building game. The philosophy adopted by Ray Kroc – the founder of McDonald’s is that they can’t be successful unless their operators (franchisees) are successful. The logic is so profound. Approximately 85% of McDonald’s restaurants are owned and operated by independent business men and women. The idea of McDonald’s has always been of wanting to build a restaurant system that would be known for food of consistently high quality and uniform methods of preparations. Their aim, of course, was to assure repeat business based on the system’s reputation rather than on the quality of a single store or operator. This required a continuing program of educating and assisting operators and a constant review of their performance. The key to uniformity is their ability to provide techniques of preparation that operators have to follow. The success also comes because of its management listening so carefully to its operator’s problems, thoughts, ideas and solutions. The success of this partnership between the company and its operators is that the operators devote full time and best efforts to their restaurant business. Their focus and passion is what makes McDonald’s the number one food service organization in the world.

Great brands when commit stay committed

Another iconic brand Nivea body cream has been around for many years. Nivea is used in a household for generations together making it a habit. You will see Nivea on the dressing shelf constantly in many households; this is because it is super hydrating and makes the skin supple. This body cream product has maintained its fragrance, feel, thickness, packaging design same for years. When you buy the bright blue round tub/tin you know what you’re getting. It is one of those creams that have not changed, thus enjoying a large amount brand loyalty.

The best brands are good inside

Fortune Magazine and the Great Place to Work Institute named Google the 2014’s “Best Company Work For.” It’s the fifth time Google has enjoyed this position. This company has always believed in bringing diverse in demographics, smart, talented young people together. They believe in providing a very conducive atmosphere to people while allowing them to innovate, good benefits and perks, safety to women employees. Well, the company has a systematic hiring policy. Nepotism is completely avoided.  It is one of the employee friendly organizations. When the work atmosphere is great, obviously the employees give their best. 

Good brands stretch out

GlaxoSmithKline Consumer Healthcare is leveraging on Horlicks’s brand equity to get into new categories. Horlicks is an old player in the market. Horlicks came to India with The British Army; the end of World War 1 saw Indian soldiers of British Indian Army bringing it back with them as a dietary supplement. It has been around for decades. But there are no evident signs of its ageing. Horlicks’ market share is above 50 per cent as per AC Nielsen market survey.  It would be foolish for GlaxoSmithKline not to leverage the equity of such a brand. Thus, GlaxoSmithKline Consumer Healthcare decided to use the brand’s equity to get into new categories. It has launched biscuits for children, a nutrition drink for women, an energy bar and chilled milk. Thus good brands stretch out.

Pay attention on how you make a relevant brand!