In a hierarchy, it takes just one manager to define a strategy or a goal. After that, he needs to find a way how to sell his strategy and how to motivate people to implement it. Even if everyone will buy-in and support the new strategy, people understand the same message in different ways, so our […]
A strategy developed by a group will become a reality Read More »
I got several critical comments on my last #MicroStory on compensation regarding the CxOs that I used in the compensation example as functions. All the feedback were around how you can have a CxO in #NoHierarchy organization? People felt as this is an inherent flaw in the system and thinking. As I mentioned in one
CxO in #NoHierarchy organization? Read More »
There was a lot of excitement when people learned that the new management system is a radical change in the compensation model. After all, When your compensation is based on the business revenues, there aren’t any limitations for the amount of money anyone can take home. Few people understood that this radical change is one
Regardless of where you are, this principle is simple and helpful in any situation. The paradox is that this principle is mention too many times in many places and by all religions for a reason, people are not following this simple principle for a lot of reasons. Always say, use, and seek the truth, even
Principles: Radical truth is the glow between people Read More »
Geoffrey Moore’s Core/Context model is a simple and beneficial model for understanding and creating short-term and long-term business strategies. I like the simplicity as in today’s business world you should work on business strategies more often and plan for just one year ahead (or even less). Planning for more than a year is a waste
Innovation and Disruption based on The Moore Core/Context model Read More »
