Good to Great Insights: Difference between revisions
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(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...") |
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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 | *'''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]] | ||
Revision as of 22:08, 23 May 2023
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.