Results-as-a-Service: The next evolution in business

We are entering an era where instant results are no longer a luxury but a necessity. Businesses and consumers alike demand speed, efficiency, and guaranteed outcomes, leading to a fundamental shift in how services are delivered. Where Software-as-a-service (SaaS) revolutionized software access and Infrastructure-as-a-service (IaaS) and Platform-as-a-service (PaaS) streamlined IT operations, the next evolution is here: Results-as-a-service (RaaS).

Unlike traditional service models that provide tools and infrastructure, RaaS is built entirely around delivering measurable and guaranteed outcomes. Instead of paying for subscriptions, software, or support with no guaranteed success, companies now pay only for results — whether that's qualified leads, cybersecurity protection, AI-driven insights or business growth. This shift is redefining industries, ensuring that businesses invest in performance-driven solutions rather than uncertain processes.

At its core, RaaS is outcome-based. Businesses no longer need to invest in tools, technology or expertise; instead, they partner with providers who guarantee specific results. This model creates an alignment of incentives, where service providers are as committed to success as their clients — an answer to one's skin in the game.

Imagine RaaS happening in key business areas, such as sales and marketing, cybersecurity, and AI-powered decision-making. For the first one, traditional agencies charge for campaigns regardless of performance. In contrast, RaaS marketing models focus on delivering actual sales or leads, ensuring companies only pay for tangible revenue growth.

For cybersecurity, instead of purchasing software and hiring IT teams, businesses can opt for RaaS-based cybersecurity, where they only pay if threats are prevented or resolved. Finally, companies can leverage AI-driven insights without buying expensive software. They simply pay for actionable recommendations and successful implementations. Companies are increasingly getting into this model.

Scorpion, a marketing and lead generation RaaS provider, offers digital marketing for businesses in law, health care and home services. Instead of paying for ad placements or marketing tools, businesses pay based on the actual leads and revenue generated.

DoNotPay offers AI-powered legal services that help users dispute parking tickets, cancel subscriptions and resolve small claims cases. Instead of charging for software access, users pay only when they successfully resolve a case, making it a prime example of legal RaaS. Mobavenue, an AdTech company focusing on acquiring relevant users through acquisition or retargeting, only charges per successful app download, for example.

The adoption of RaaS brings several significant benefits for businesses. One of the primary advantages is cost efficiency; by paying only for results rather than investing in tools or services upfront, organizations can allocate their resources more effectively.

This model allows companies to concentrate on their core competencies while outsourcing non-core functions to specialized providers, enhancing their overall focus. Additionally, RaaS facilitates scalability, enabling businesses to expand their operations without the burden of substantial upfront investments in technology or personnel.

Furthermore, RaaS improves decision-making by providing access to real-time data and analytics from partners, allowing organizations to make informed decisions quickly. This model also offers flexibility, as businesses can adapt their strategies based on performance metrics supplied by RaaS solutions.

However, while the benefits of RaaS are compelling, organizations must also navigate potential challenges. One concern is the dependency on external providers for critical functions, which can create vulnerabilities if those partnerships falter. Quality control is another important consideration; ensuring that service providers consistently meet agreed-upon outcomes necessitates robust oversight mechanisms. Additionally, sharing sensitive data with external partners raises significant concerns regarding privacy and security.

As industries continue to evolve toward RaaS models, both businesses and employees must embrace this transformation. The emphasis on measurable outcomes over traditional service models represents a substantial shift in how success is defined in the marketplace.

The rise of RaaS signifies a fundamental change in business operations — one that prioritizes results over processes. As organizations navigate this new landscape, they must remain agile and innovative while aligning their strategies with the principles of performance-driven success. Ultimately, the future belongs to those who can adapt to this new paradigm and leverage it for sustainable growth and competitive advantage.

As RaaS gains momentum, employees must adapt or risk obsolescence. This model shifts job roles from task execution to strategic thinking and results-driven contributions. Those who thrive in a RaaS-driven economy will adopt a performance mindset, develop versatile skill sets, and commit to lifelong learning, given the need to stay ahead of industry trends and emerging technologies.

The transition to RaaS marks a new era in business — one where success is measured not by tools or processes but by tangible, real-world impact. As industries shift toward this model, both businesses and employees must embrace the change, innovate and align themselves with the future of results-based success.

Source: Manila Times

Philippine business conditions seen headed in right direction

The Philippines is headed in the right direction in terms of becoming a more conducive business environment, the Chandler Institute of Governance (CIG) said.

“The attractive marketplace (pillar) is about the capabilities that the government has to create a conducive business environment,” Kenneth Sim, dean at Chandler Academy of Governance, a Singapore-based public-sector training organization, said in an event organized by CIG and the Eastern Regional Organization for Public Administration.

“Relative to peers, the Philippines doesn’t do as well. But the gap is closing, and in the right direction, which means the Philippines is actually catching up to the global average,” he added, citing comparable economies like Vietnam and Egypt.

Citing results of the Chandler Good Government Index (CGGI) in 2024, Mr. Sim said that the Philippines posted a 0.56 marketplace attractiveness score last year, up from 0.53 in 2023. The global average is 0.58.

“Part of the reason why this is improving is the stable macroeconomic environment, which looks at things like inflation, as well as the other one that has improved, which is logistics competence,” he said.

Some key indicators for an attractive marketplace, like property rights and business regulations, are below the global average.

In particular, the country scored 0.39 in stability of business regulations, against the 0.51 global average. It scored 0.30 in property rights, against the 0.50 global average.

Mr. Sim noted opportunities to improve in the leadership and foresight components of the index.

“Over the years, there has been a decline in the score for the Philippines. It started at just above 0.4 in 2021, and by 2024, the Philippines will have dropped to 0.33. So this means, again, that the gap between the Philippines and the global average has been widening,” he said.

“It is important to point out, however, that even though we call it leadership and foresight, it is not about individual leaders; it is about the ability of the system to develop these capabilities,” he said.

“Of course, leaders play an important role, but this pillar is not about people. It is about the system,” he added.

“The performance of the Philippines in the CGGI in 2024 is somewhere in the middle. 67th out of 113, not the best, but certainly not the worst,” Mr. Sim said.

He added that although the country’s rank has suffered, its score has declined only slightly.

“What this means is that over time, relative to itself, in your own country, you have kept your performance relatively stable, but the rank has fallen, which simply means that more people are joining the index, and others are doing even better,” he said.

“So, staying in place and being patient is not going to help you to improve in ranking,” he added.

He said that the Philippines is stronger in areas like strong institutions and financial stewardship.

Source: Business World

The need for gender equality in corporate boards

Since March is Women's Month, it's timely to talk about gender equality and women representation in corporate boards.

Gender equality is one of the sustainability goals of the United Nations. Ending all discrimination against women is not only a basic human right, but a necessary foundation for a peaceful, prosperous and sustainable world. It is proven that empowering women helps economic growth and development (United Nations Development Program, Goal 5, available at https://www.undp.org/sustainable-development-goals/gender-equality).

There is also a push for general equality or diversity in corporate boards. Under the Revised Corporation Code, the board of directors shall exercise the corporate powers, conduct all business and control all properties of the corporation.

The Organization for Economic Cooperation and Development has recognized that the ability of the board to ensure strategic guidance of the company depends, in part, on its composition, which should include directors with the right mix of background and competencies. There is research that suggests that gender diversity on boards has positive spillover effects on board dynamics and governance

In a diversity tracker or study conducted by Egon Zehnder in 2024, it was reported that 96 percent of corporate boards have a least one woman director, and on average, women accounted for 34.9 percent of new board appointments in 2024. The study found that despite more women joining boards globally, setbacks in new board appointments and slower advancement to leadership roles highlight the need for more intentional board succession planning (The Progress of Board Diversity: Slow Advancement Amid Waves of Change, available at https://www.egonzehnder.com/global-board-diversity-tracker).

A study conducted by the Philippine Women's Economic Network showed that women comprise only 17 percent of directors in Philippine publicly listed companies or PLCs.

Gender parity

According to the World Economic Forum, gender parity in the workforce can be advanced through both formal measures like quotas and policies, as well as through informal factors such as professional networks.

Norway, Spain, France and Iceland have laws requiring that women comprise at least 40 percent of boards in publicly listed companies. Six countries require between 20 and 35 percent, and four countries — India, Israel, Korea and Malaysia — require "at least one" female director. Malaysia is the first Southeast Asian country to impose a one-female director quota.

It is still debatable if a quota will be good for the Philippines, which has historically been in the top 10 of the World Economic Forum Global Gender Gap Report until 2018. But we slid to No. 25 in 2024, dropping nine slots from its 16th place 2023 ranking. (It was said the slide was due to losses in economic parity and a reduction in the share of women ministers).

Other than quota, LinkedIn data suggests that gender gaps in online professional networks lead to men typically having larger networks and stronger networks than women. Stronger networks are associated with increased probability of career progression and receive more recruiter outreach.

However, one silver lining is that women have more "weak" ties, which have been linked to better career outcomes (Global Gender Gap Report 2024, Insight Report, June 2024, available at https://www.weforum.org/publications/global-gender-gap-report-2024/digest/).

It is thus important that women corporate directors be in strong networks worldwide, including the Philippines.

Here at home, NextGen Organization of Women Corporate Director (NOWCD) is pushing for more women directors in Philippine PLCs and boards. NOWCD is an organization of women directors in the boards of highly esteemed and reputable publicly listed companies or companies vested with public interest. It is the Philippine affiliate of Women Corporate Directors, the world's largest community of women corporate board of directors.

From its inception in 2021, NOWCD has made its mission to develop highly qualified women directors to become drivers of visionary and effective boards. Its goal is to help increase the representation of women in leadership positions of public and private company boards in the Philippines. The organization believes that diversity is key to bringing about balance and success to the future of any corporation.

The Institute of Corporate Directors provides directors with multifaceted learning forums to advance their governance knowledge and build the necessary skills to enhance their contributions in the boardroom.

Source: Business World