1. Identify your strengths and weaknesses.
2. Do the same for your business as a whole
3. Use your findings to guide recruitment and evaluate your existing team.
4. Shift the hierarchy and establish a company culture where every idea is welcome, communicationis open and collaboration is embedded in every decision.
5. Now that you have established a loyal and trustful team with talent in the right places, you can sit back and start looking at the big picture.
Peter Drucker famously said: “Culture eats strategy for breakfast”. It meant that screw what executive suite says, what matters is what people are actually doing. And that’s correct. However, the truth is that culture and strategy do not compete.
A bad outcome doesn’t mean you made a bad decision. An excerpt from Loonshots.
Analyzing the decision process behind a move I’ll call level 2 strategy, or system mindset.
The principle applies broadly. You can analyze why an investment went south. The company’s balance sheet was too weak, for example. That’s outcome mindset. But you will gain much more from analyzing the process by which you arrived at the decision to invest. What’s on your diligence list? How do you go through that list? Did something distract you or cause you to overlook or ignore that item on the list? What should you change about what’s on your list or how you conduct your analyses or how you draw your conclusions — the process behind the decision to invest — to ensure that mistake won’t happen again? That’s system mindset.
Wanna learn the tricks of negotiation? Dr. Thomas Henschel (Academy of Mediation in Berlin) explains ‘The Harvard Approach’ and How to get a Yes in every negotiation. Separate the person…
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