University of Houston launches innovation lab focused on the shopping experience

customer innovation

The University of Houston's College of Technology is looking to optimize the shopping experience. Photo via UH.edu

A new AI-powered lab at the University of Houston will supply real-time intelligence about the behavior of retail shoppers to help spur development of new technology for the retail industry.

The University of Houston College of Technology and Houston-based Relationshop announced the launch of the AI Retail Innovation Lab on November 10. Relationshop provides digital engagement and shopper loyalty technology to customers like Albertsons, United Supermarkets, Save On Foods, Market Street, and Big Y Foods.

The cloud-based lab, located at the College of Technology building in Sugar Land, will enable students, faculty, and industry professionals from across the U.S. to sift through in-store and online shopper data and then come up with new technology for the retail sector.

"This academic and commercial partnership with Relationshop accelerates the understanding and advancement of applied technology to keep pace with the unparalleled growth of digital retail as a result of COVID," Anthony Ambler, dean of the UH College of Technology, says in a news release.

The news release indicates new technology arising from the lab-supplied data "will optimize the shopper journey through more personalized and curated digital interactions across all forms of digital engagement and commerce … ."

Randy Crimmins, president of Relationshop, says his company will work alongside UH faculty and data science teams to advance the use of AI and big data in the retail sector.

"We see this partnership as a perfect blending of our strengths, with great synergy in the incredible work they are doing in academia, and our key areas of focus and experience in the retail marketplace," Crimmins says.

The AI lab, part of the College of Technology's Advanced Technology Innovation & Research Center, also will be a hub for industry training, undergraduate and graduate studies, and other initiatives.

The lab's activities will be carried out in concert with the AI Innovation Consortium, a think tank of IT and advanced technology thought leaders. Aside from UH, members of the consortium include Pennsylvania State University, Louisiana State University, and the University of Louisville.

The UH announcement comes two days after the official debut of a retail innovation lab at McGill University in Montreal. The lab, which includes a "fully frictionless" Couche-Tard Connecté convenience store, fosters collaboration among key players in the retail, emerging technology, and startup communities.

"By combining artificial intelligence and retail management, this retail innovation lab at the Bensadoun School of Retail Management will allow our researchers to develop new initiatives and technologies to improve the customer experience for the retail sector with the help of industry partners," says professor Morty Yalovsky, dean of McGill's Desautels Faculty of Management.

In the U.S., Alimentation Couche-Tard is the parent company of the Circle K chain of convenience stores. Circle K currently is rolling out frictionless technology, including AI-supported self-checkout systems, at stores in Tempe and Tucson, Arizona.

New funds, new classes, and new opportunities for mentorship — these are this week's Houston innovators to know. Courtesy photos

3 Houston innovators to know with exciting new announcements

Who's who

While last week's innovators to know were all starting new jobs, these three for this week are starting new endeavors — from multi-million-dollar funds to education programs. Here are this week's three innovators to know.

Barbara Burger, president of Chevron Technology Ventures

Courtesy of CTV

Houston-based Chevron Technology Ventures announced a new $90 million fund to focus scalable tech companies that could improve and advance Chevron's oil and gas business.

Leading Fund VII is CTV president, Barbara Burger. According to the release, the fund will target early- to mid-stage companies and limited partnership funds.

"CTV serves as an excellent source within Chevron for new business models and novel technologies that can deliver value to the enterprise through their integration," Burger says in the release. "We are using venture capital as a conduit for early access to innovation and to build a pipeline of innovation for Chevron." Read the full story here.

Anthony Ambler, dean of the College of Technology at the University of Houston

Courtesy of UH

Undergraduate students at the University of Houston now have the option to major or minor in Technology Leadership and Innovation Management or minor in Applied Innovation, thanks, in part, to the College of Technology dean Anthony P. Ambler. All three options begin in the fall semester of this year, and the college is also interested in adding a master's and a PhD. program in Innovation Management or a post-graduate certificate program.

"We are about giving people the right tools to innovate," says Ambler in a release. "How do you get more people to the position where they are able to innovate?" Read the full story here.

Myrtle Jones, senior vice president at Halliburton

Courtesy of Myrtle Jones

Despite climbing through the ranks within the energy industry, Myrtle Jones says mentorship wasn't a big priority when she was in the early part of her career.

"I started working in the energy business in the early '80s, and women were new to the industry," Jones says. "We were somewhat getting ourselves established in the business world – there was no such thing as someone saying, 'We're going to get you linked up with mentors,' so you had to find role models."

Now, Jones has teamed up with Austin-based tech company, Bumble Bizz, that helps connect industry professionals and foster networking and mentoring opportunities. As of 2019, users have the option to see only women on the app, too, in order to foster their professional network of women. Read the full story here.

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Houston expert: How to celebrate National Entrepreneurship Month by recruiting, retaining talent

guest column

As November marks National Entrepreneurship Month and Small Business Saturday awaits Nov. 25, it is the perfect time to acknowledge and celebrate the contributions of small businesses to the U.S. economy.

According to the U.S. Small Business Administration, small businesses with 500 or fewer employees have accounted for two thirds of employment growth in the past quarter century. Further research from the Small Business Administration shows Texas alone is home to 3.1 million small businesses, making up 99.8 percent of Texas businesses overall and 44.5 percent of Texas employees.

The numbers are particularly impressive considering the unique business challenges entrepreneurs and small businesses have faced. In a tight labor market, competition for talent remains fierce, and small businesses and startups especially must rely on recruiting strong candidates to generate results. Yet entrepreneurs are often passionately focused on their product or service, which can obscure the finer details of their people management strategy.

Fortunately, there is a way for entrepreneurs to succeed both as business and people leaders. By providing learning and development opportunities, competitive compensation plans and an exceptional workplace culture, they can create an engaged workforce that shares their vision that can be competitive and even win the fight for top talent.

Learning and development opportunities

Especially for a small business, ongoing professional learning and development (L&D) is essential for teams to stay competitive. A robust L&D program also expands the talent pool by creating the possibility of hiring promising candidates who need to acquire additional skills for the role. L&D opportunities can also improve retention. According to 2022 research from McKinsey, lack of career development and advancement opportunities is one of the biggest factors driving employee attrition.

Leaders should assess the needs of their teams to determine the most important areas for L&D. These areas should help employees to develop core competencies necessary for business success, such as teamwork, problem solving and leadership. Offering a variety of options is best practice so employees can develop a wide range of skills, as is leveraging learning opportunities that exist through the normal course of work, like job shadowing and cross training. Tapping into existing experience and knowledge via in-house talent is another resource that can help promote learning and development through mentoring and collaboration.

Compensation and benefits

Working at a small business or startup offers many benefits to professionals in search of a fast-paced environment. However, compensation remains a critical piece of the puzzle for entrepreneurs who want to recruit and retain top talent. A 2022 survey from LinkedIn revealed 89 percent of employees said salary range was the most helpful element in a job description when deciding whether to apply.

While businesses need not disclose their salary bands in a job application, except as required by law, competitive compensation is an important factor for successful recruitment. Small businesses should research the market rate for each position in their organization and conduct a pay audit to understand whether current employees are being compensated fairly. Organizations with positive results should consider mentioning “competitive compensation and benefits package” in job ads or on their website.

For leaders who discover their pay is noncompetitive in their industry, it may be time to reevaluate budgets and create a plan to align salaries with the market averages. Salary growth does not need to happen overnight but can be a part of the bigger picture of recruiting and retaining talent. Leaders can also communicate the total compensation when factoring in the overall value of employer contributions provided in addition to salary, including things like bonuses, paid benefits and 401k contributions, wellness perks, etc.

Organizational culture

Company culture is a foundational element to recruiting and retaining top-tier talent. Research from Gallup found employees who feel connected to their organization's culture are 55 percent less likely to watch for job openings or actively seek out a new role.

As many founders know well, tight-knit teams can work with greater agility than larger organizations. However, on a cultural level, small business and startups face unique culture challenges due to their size. Small organizations’ culture is heavily influenced by the behaviors of leaders, who are highly visible to their employees. When conflicts arise between two employees, the entire team may be drawn in. Employees can also feel under scrutiny if micromanagement is experienced in their workplace.

To build a strong culture, leaders need to have open conversations and gather feedback, including through anonymous survey data. On a small team, the anonymity of company culture surveys becomes even more critical. Employees may feel concerned that management will easily recognize their voice, so survey results should be handled with the utmost discretion and accessible only to essential personnel. When sharing results publicly, leaders should withhold any specific comments or responses in favor of broader statistics about the entire group or identified patterns in the feedback. It is important for leaders to focus on the learnings and awareness the feedback can offer, as opposed to spending time wondering or trying to identify who said what. Even well intended interest around the source of feedback can lead to feelings of breached trust or, in extreme cases, instances of retaliation.

Trust is an essential component, and these steps will help employees in a small business feel comfortable sharing their honest thoughts. Provided management provides open communication and acts on employee survey feedback, employees will also feel heard and that their employer truly cares for their wellbeing.

This month, entrepreneurs across the country should take a moment from their busy schedules to celebrate their successes. National Entrepreneurship Month is an opportunity to recognize the importance of small businesses to the economy. It is also a chance to strengthen small businesses and bolster their ability to compete for talent through building a robust culture and supporting employees.

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Karen Leal is performance specialist with Houston-based Insperity, a provider of human resources offering a suite of scalable HR solutions available in the marketplace.

Houston initiative receives $4M grant to promote biomedical entrepreneurship

fresh funding

The National Institute of Health has awarded a $4 million grant to a Houston-area initiative in the name of sparking biomedical activity.

The grant will create a new Research Evaluation and Commercialization Hub, known as REACH, in Houston. The team behind the Gulf Coast Consortium — one of the world’s largest inter-institutional cooperatives, which includes eight of Houston’s medical research leading lights — has been hard at work to bring REACH-GCC to fruition.

The result? A multidisciplinary means of promoting biomedical entrepreneurship, bringing innovators from concept to commercialization.

“I can tell you that a lot of those potential users came out of our research consortium. Those users span from a focus on mental health to antibiotic resistance to regenerative medicine to pain management to, of course, cancer,” says Suzanne Tomlinson of Rice University.

Tomlinson is the director of GCC research programs and worked with Stan Watowich of The University of Texas Medical Branch to create the grant. Peter Davies helped to submit it through Texas A&M University.

One of the dozen research and educational programs that Tomlinson directs is the Innovative Drug Discovery and Development Consortium.

“Within that, we have established a wide network of drug to drug discovery and development cores,” she says.

The vast majority of those are funded by CPRIT (Cancer Prevention and Research Institute of Texas), and Tomlinson and Watowich (the chair of IDDD’s steering committee) were lead developers and authors of the grant to create TMCi’s Accelerator for Cancer Therapeutics (ACT). That accelerator is a model for what GCC-REACH may do for taking other innovations from discovery to market.

“We get close to a billion dollars in research monies a year coming into the Medical Center. The question is, ‘Are we seeing a lot of those dollars resulting in products that benefit patients?’ And the answer always is, ‘We can do better,’” says Watowich.

How will GCC-REACH help to do that? By combining the forces of all eight full members of the GCC, plus outside help when it’s needed. Watowich sets for the example of a budding entrepreneur at his home institution, UTMB. That researcher could potentially receive guidance from an MD Anderson expert in immunotherapies or a Rice scientist who focuses on nanotechnology delivery systems.

“This grant is designed to put together a bespoke team of whatever is needed to have a discussion with and figure out what's the market for this technology. How might it get there?’” says Watowich.

Those options could include setting up a startup company, but could also mean licensing the idea to someone else, whether it’s a company or an institution.

“Our goal is, we help each other. We help ourselves. We help the patient population. And we do that through working together,” he continues.

Though it sounds like GCC-REACH could be a competitor to other accelerators, Watowich doesn’t see it that way. He sees the new hub as working with very early-stage creators who may still take part in those existing accelerators in the future. And the team hopes to do so quickly. The goal is to launch this month. Watowich says that the plan is to use the NIH’s $4 million to launch around 60 early stage biomedical companies over the next four years.

A variety of nascent founders — regardless of their type of innovative solution — will take part in the initiative.

“It can be a device, it could be an AI, it could be an app, it could be digital health, it could be therapeutics,” says Watowich. “We have experts across all of these areas that could help provide guidance and mentoring to try to move those companies forward.”

New report ranks Houston as the top city for foreign investment

by the numbers

For the second time, a report has analyzed the top markets in the United States for the rest of the world to do business in. This year, that top spot belongs to Houston.

The second annual FT-Nikkei Investing in America ranking, which came out this week from the Financial Times and international financial newspaper Nikkei, put the Bayou City — and six other Texas cities — at the top portion of the ranking. Houston's at No. 1, up four spots from last year, but Austin and four cities in the Dallas area also claim spots in the top 20.

The report looked at four dozen metrics, including workforce and talent, quality of life, openness, business environment, investment trends, and more.

In addition to the ranking, the Financial Times dove a little deeper into what made Houston a standout this year, interviewing many of Houston's most prominent business community members. The article points to the city's storied past as an oil and gas leader, also calling out its busy airports and global shipping ports, as well as its medical technology and aerospace industries. But one of the biggest factors in Houston's business climates success is its opportunity within the energy transition.

“We’re clear in Houston that if we’re going to continue to have prosperity — to the degree to define prosperity as job growth and wealth creation — it’s going to need to come from places other than the incumbent energy business,” Bobby Tudor, chief executive of Artemis Energy Partners, tells FT in the article.

Houston scored an overall 73 out of 100, and its scores across metrics in the report include:

Workforce and talent: 68/100
Openness: 80/100
Business environment: 64/100
Foreign business needs: 100/100
Quality of life: 47/100
Investment trends: 73/100
Aftercare: 69/100

Last year's top city was Miami, which ranks at No. 6 this year. Most of the top 10 cities in this year's report represent major gains on the ranking.This report falls in line with others in terms of noticing a change within the green economy in Houston. Earlier this year, personal finance website SmartAsset ranked the Houston metro area as the fifth best place in the U.S. for green jobs, which pay an average of 21 percent more than other jobs. The SmartAsset study found that 2.23 percent of workers in the Houston area hold down jobs classified as “green.”