Week 3 in a three-part series about differentiation.
Last Week:
How Come There Are No New Ideas?
Hiring the right people. Have you seen this done well? If we accept that failure is inevitable, meaning you
can’t hire perfectly well %100 of the time, then how do you make sure you’re getting the right people to fill your needs?
can’t hire perfectly well %100 of the time, then how do you make sure you’re getting the right people to fill your needs?
That’s easy!
Are you accomplishing your goals? Are you exceeding them? These two questions capture the urgency and essence of how truly great companies look for ideas.
This desire for new ideas, a thirsty exploration and acceptance of ideas is something I’ve seen firsthand at only a couple organizations. If you find it, take note, for you are in the presence of something very great. A culture that begs for change is not something you can create overnight, and something that I suspect doesn’t scale.
In both cases, the culture of the organization was the first goal right at the beginning. If you have competing goals, and a different primary goal you will be quickly distracted with profit, product or performance and one of the millions of details of running a successful organization.
