Good to Great Insights - Revision history

Marcin at 22:16, 23 May 2023

2023-05-23T22:16:29Z

← Older revision		Revision as of 22:16, 23 May 2023
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	=Applied Insights at OSE=		=Applied Insights at OSE=
	*'''If you don't have operations, do not hire an operations manager.''' This sounds obvious. We chose to highlight this one at OSE, as we hired an operations manager at one point in time - prior to having any well defined operations or workers! While this is literal for OSE, there is a broader meaning of this principle. A better reframe of this principle is: if what you are doing is not clear to your workers (no clear goals, ambiguous job description, crappy processs for evaluating candidates), first clarify your goals, specifics, operations. This relates to [[BHAGs]] and clear purpose or mission. It seems most companies are actually purposeless - and hence lose course after some time. Unclear job descriptions have many problems - from resulting in poor fit or mismatched skill set - to the more subtle effects like team alignment necessary to even beging talking about BHAGs. So in summary: disciplined thinking. Clarify of vision, mission, purpose, strategies, tactics, operations - and not only at the exec level - but communicated simply to the entire team.		*'''If you don't have operations, do not hire an operations manager.''' This sounds obvious. We chose to highlight this one at OSE, as we hired an operations manager at one point in time - prior to having any well defined operations or workers - or established revenue stream! While this is literal for OSE, there is a broader meaning of this principle. A better reframe of this principle is: if what you are doing is not clear to your workers (no clear goals, ambiguous job description, crappy processs for evaluating candidates), first clarify your goals, specifics, operations. This relates to [[BHAGs]] and clear purpose or mission. It seems most companies are actually purposeless - and hence lose course after some time. Unclear job descriptions have many problems - from resulting in poor fit or mismatched skill set - to the more subtle effects like team alignment necessary to even beging talking about BHAGs. So in summary: disciplined thinking. Clarify of vision, mission, purpose, strategies, tactics, operations - and not only at the exec level - but communicated simply to the entire team.

	=Links=		=Links=
	*[[Good to Great]]		*[[Good to Great]]

Marcin at 22:15, 23 May 2023

2023-05-23T22:15:44Z

← Older revision		Revision as of 22:15, 23 May 2023
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	=Applied Insights at OSE=		=Applied Insights at OSE=
	*'''If you don't have operations, do not hire an operations manager.''' This sounds obvious. ~~How many companies have hired executive leadership, without having people~~ to ~~actually do the work - ie~~, hired ~~for too high level jobs when the basics ('factory~~-~~floor'~~ workers~~) weren't in place? Or, hiring with unclear job descriptions~~, ~~or where the candidate~~ is a ~~poor fit?~~ A better reframe of this principle is: if what you are doing is not clear to your workers (no clear goals), first clarify your goals. This relates to [[BHAGs]] and clear purpose or mission. It seems most companies are purposeless - and hence lose course after some time. Unclear job descriptions have many problems - from resulting in poor fit or mismatched skill set - to the more subtle effects like team alignment necessary to even beging talking about BHAGs.		*'''If you don't have operations, do not hire an operations manager.''' This sounds obvious. We chose to highlight this one at OSE, as we hired an operations manager at one point in time - prior to having any well defined operations or workers! While this is literal for OSE, there is a broader meaning of this principle. A better reframe of this principle is: if what you are doing is not clear to your workers (no clear goals, ambiguous job description, crappy processs for evaluating candidates), first clarify your goals, specifics, operations. This relates to [[BHAGs]] and clear purpose or mission. It seems most companies are actually purposeless - and hence lose course after some time. Unclear job descriptions have many problems - from resulting in poor fit or mismatched skill set - to the more subtle effects like team alignment necessary to even beging talking about BHAGs. So in summary: disciplined thinking. Clarify of vision, mission, purpose, strategies, tactics, operations - and not only at the exec level - but communicated simply to the entire team.

	=Links=		=Links=
	*[[Good to Great]]		*[[Good to Great]]

Marcin: /* Applied Insights at OSE */

2023-05-23T22:10:51Z

Applied Insights at OSE

← Older revision		Revision as of 22:10, 23 May 2023
Line 1:		Line 1:
	=Applied Insights at OSE=		=Applied Insights at OSE=
	*'''If you don't have operations, do not hire an operations manager.''' This sounds obvious. How many companies have hired executive leadership, without having people to actually do the work - ie, hired for too high level jobs when the basics ('factory-floor' workers) weren't in place? Or, hiring with unclear job descriptions, or where the candidate is a poor fit? A better reframe of this principle is: if what you are doing is not clear to your workers (no clear goals), first clarify your goals. This relates to BHAGs and clear purpose or mission. It seems most companies are purposeless - and hence lose course after some time.		*'''If you don't have operations, do not hire an operations manager.''' This sounds obvious. How many companies have hired executive leadership, without having people to actually do the work - ie, hired for too high level jobs when the basics ('factory-floor' workers) weren't in place? Or, hiring with unclear job descriptions, or where the candidate is a poor fit? A better reframe of this principle is: if what you are doing is not clear to your workers (no clear goals), first clarify your goals. This relates to [[BHAGs]] and clear purpose or mission. It seems most companies are purposeless - and hence lose course after some time. Unclear job descriptions have many problems - from resulting in poor fit or mismatched skill set - to the more subtle effects like team alignment necessary to even beging talking about BHAGs.


	=Links=		=Links=
	*[[Good to Great]]		*[[Good to Great]]

Marcin at 22:08, 23 May 2023

2023-05-23T22:08:30Z

← Older revision		Revision as of 22:08, 23 May 2023
Line 1:		Line 1:
	=Applied Insights at OSE=		=Applied Insights at OSE=
	*'''If you don't have operations, do not hire an operations manager.''' This sounds obvious ~~but is actually profound~~. How many companies have hired executive leadership, without having people to actually do the work - ie, hired for too high level jobs when the basics ('factory-floor' workers) weren't in place?		*'''If you don't have operations, do not hire an operations manager.''' This sounds obvious. How many companies have hired executive leadership, without having people to actually do the work - ie, hired for too high level jobs when the basics ('factory-floor' workers) weren't in place? Or, hiring with unclear job descriptions, or where the candidate is a poor fit? A better reframe of this principle is: if what you are doing is not clear to your workers (no clear goals), first clarify your goals. This relates to BHAGs and clear purpose or mission. It seems most companies are purposeless - and hence lose course after some time.


	=Links=		=Links=
	*[[Good to Great]]		*[[Good to Great]]

Marcin: Created page with "=Applied Insights at OSE= *'''If you don't have operations, do not hire an operations manager.''' This sounds obvious but is actually profound. How many companies have hired e..."

2023-05-23T21:58:36Z

Created page with "=Applied Insights at OSE= *'''If you don't have operations, do not hire an operations manager.''' This sounds obvious but is actually profound. How many companies have hired e..."

New page

=Applied Insights at OSE=
*'''If you don't have operations, do not hire an operations manager.''' This sounds obvious but is actually profound. How many companies have hired executive leadership, without having people to actually do the work - ie, hired for too high level jobs when the basics ('factory-floor' workers) weren't in place?

=Links=
*[[Good to Great]]