Відмінності між версіями «Good To Great Author»
(Створена сторінка: Kroger, Nucor, Philip Morris, Pitney Bowes, Walgreens, and Wells Fargo made sustained wonderful benefits and attained enduring greatness, evolving into firms...) |
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| − | + | Ten out of eleven excellent-to-fantastic firm leaders or CEOs came from the inside of. They have been not outsiders employed in to 'save' the firm. They ended up either individuals who labored a lot of several years at the company or had been associates of the household that owned the company.b. Method for every se did not separate the great to great organizations from the comparison teams.c. Excellent-to-excellent organizations concentrate on what Not to do and what they must cease undertaking. | |
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| − | d. | + | d. Technologies has absolutely nothing to do with the transformation from very good to excellent. It could assist speed up it but is not the result in of it.e. Mergers and acquisitions do not cause a transformation from good to excellent.f. Great-to-wonderful organizations paid out minor consideration to controlling modify or motivating individuals. Below the appropriate conditions, these issues in a natural way go away.g. Very good-to-fantastic transformations did not want any new identify, tagline, or start system. The leap was in the efficiency benefits, not a innovative process.h. Greatness is not a purpose of circumstance it is clearly a matter of conscious option.i. Each and every excellent-to-great company had "Amount 5" leadership throughout pivotal changeover years, exactly where Stage 1 is a Hugely Able Specific, Amount two is a Contributing Crew Member, Stage three is the Qualified Supervisor, Stage four is an Powerful Chief, and Amount 5 is the Govt who builds enduring greatness via a paradoxical blend of personal humility and specialist will.j. Level 5 leaders exhibit a compelling modesty, are self-effacing and understated. In [https://www.youtube.com/watch?v=m25kG4lxkBA good to great] contrast, two thirds of the comparison firms experienced leaders with gargantuan private egos that contributed to the demise or continued mediocrity of the firm.k. Degree five leaders are fanatically pushed, contaminated with an incurable need to have to generate sustained final results. They are resolved to do whatsoever it normally takes to make the firm great, no matter how huge or challenging the choices.l. A single of the most harmful tendencies in modern history is the tendency (particularly of boards of administrators) to decide on stunning, celeb leaders and to de-pick likely Degree five leaders.m. Prospective Degree 5 leaders exist all around us, we just have to know what to look for.n. The research group was not looking for Amount 5 management, but the knowledge was frustrating and convincing. The Level 5 discovery is an empirical, not ideological, discovering.o. Before answering the "what" queries of eyesight and method, inquire first "who" are the right folks for the team.p. Comparison companies utilized layoffs significantly more than the great-to-great firms. Even though arduous, the excellent-to-great firms were never ever ruthless and did not rely on layoffs or restructuring to boost performance.q. Great-to-great management teams consist of men and women who debate vigorously in look for of the greatest solutions, nevertheless who unify behind choices, no matter of parochial passions.r. There is no website link between executive payment and the change from great to excellent. The function of payment is not to 'motivate' the appropriate behaviors from the incorrect folks, but to get and preserve the proper folks in the first place.s. |
Поточна версія на 21:26, 23 липня 2017
Ten out of eleven excellent-to-fantastic firm leaders or CEOs came from the inside of. They have been not outsiders employed in to 'save' the firm. They ended up either individuals who labored a lot of several years at the company or had been associates of the household that owned the company.b. Method for every se did not separate the great to great organizations from the comparison teams.c. Excellent-to-excellent organizations concentrate on what Not to do and what they must cease undertaking.
d. Technologies has absolutely nothing to do with the transformation from very good to excellent. It could assist speed up it but is not the result in of it.e. Mergers and acquisitions do not cause a transformation from good to excellent.f. Great-to-wonderful organizations paid out minor consideration to controlling modify or motivating individuals. Below the appropriate conditions, these issues in a natural way go away.g. Very good-to-fantastic transformations did not want any new identify, tagline, or start system. The leap was in the efficiency benefits, not a innovative process.h. Greatness is not a purpose of circumstance it is clearly a matter of conscious option.i. Each and every excellent-to-great company had "Amount 5" leadership throughout pivotal changeover years, exactly where Stage 1 is a Hugely Able Specific, Amount two is a Contributing Crew Member, Stage three is the Qualified Supervisor, Stage four is an Powerful Chief, and Amount 5 is the Govt who builds enduring greatness via a paradoxical blend of personal humility and specialist will.j. Level 5 leaders exhibit a compelling modesty, are self-effacing and understated. In good to great contrast, two thirds of the comparison firms experienced leaders with gargantuan private egos that contributed to the demise or continued mediocrity of the firm.k. Degree five leaders are fanatically pushed, contaminated with an incurable need to have to generate sustained final results. They are resolved to do whatsoever it normally takes to make the firm great, no matter how huge or challenging the choices.l. A single of the most harmful tendencies in modern history is the tendency (particularly of boards of administrators) to decide on stunning, celeb leaders and to de-pick likely Degree five leaders.m. Prospective Degree 5 leaders exist all around us, we just have to know what to look for.n. The research group was not looking for Amount 5 management, but the knowledge was frustrating and convincing. The Level 5 discovery is an empirical, not ideological, discovering.o. Before answering the "what" queries of eyesight and method, inquire first "who" are the right folks for the team.p. Comparison companies utilized layoffs significantly more than the great-to-great firms. Even though arduous, the excellent-to-great firms were never ever ruthless and did not rely on layoffs or restructuring to boost performance.q. Great-to-great management teams consist of men and women who debate vigorously in look for of the greatest solutions, nevertheless who unify behind choices, no matter of parochial passions.r. There is no website link between executive payment and the change from great to excellent. The function of payment is not to 'motivate' the appropriate behaviors from the incorrect folks, but to get and preserve the proper folks in the first place.s.
