July 31
Greatness (2)
I mentioned in my previous blog that I was reading the “Good to great” book.
Honestly, my holidays were too active for much reading. In any case, I struggled through the beginning of the book. Collins and his team collected a huge amount of data on company performance trying to figure out what factors distinguished transformation from good to great – those companies that made the leap from good results to great results after a transition point and reached those results for at least 15 years.
He conceptualised the transformation as a process of build-up followed by breakthrough. The process can be broken down in three consecutive stages: (1) disciplined people, (2) disciplined thought, and (3) disciplined action. Interestingly, it starts with people! Their leadership and the right people in the right seats. Logical, but true. That’s also why I insist on investing in HR although it takes time to bear fruit. The right people are the most important asset a company has.
Enjoy the weekend,
Chris
Honestly, my holidays were too active for much reading. In any case, I struggled through the beginning of the book. Collins and his team collected a huge amount of data on company performance trying to figure out what factors distinguished transformation from good to great – those companies that made the leap from good results to great results after a transition point and reached those results for at least 15 years.
He conceptualised the transformation as a process of build-up followed by breakthrough. The process can be broken down in three consecutive stages: (1) disciplined people, (2) disciplined thought, and (3) disciplined action. Interestingly, it starts with people! Their leadership and the right people in the right seats. Logical, but true. That’s also why I insist on investing in HR although it takes time to bear fruit. The right people are the most important asset a company has.
Enjoy the weekend,
Chris
