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Good to Great #6: Technology Accelerators

The team supporting Jim Collins’ research for his book Good to Great debated whether or not a chapter needed to be dedicated to the use of technology by great companies – whether technology is a principle that took companies from good to great.  The group didn’t feel they had sufficient evidence to argue that  technology in and of itself took an organization from good to great.  However, they did believe the use of technology had a significant impact on these organizations and so they decided the principle deserved representation.

What they found is that great companies leveraged technology to increase momentum; it is not the way they created their momentum.  These companies think differently about technology and technological change...

November 10, 2012 Books, Good to Great 3 comments
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Inspiration For Your Elusive Creative Genius

Have you ever struggled to do something creative?  Have you created something amazing and ever wondered if you could do it again?  How much of what we create is purely a result of our own effort and abilities or is creativity somehow inspired from some elusive source?  Here’s some inspiration for your elusive creative genius.

inspiration for your elusive creative genuis

Elizabeth Gilbert

Elizabeth Gilbert wrote Eat, Pray, Love and it became ridiculously popular.  She discusses the struggle great creative minds have maintaining their sanity and control over the creative process.  She reaches back in time to a mechanism used by the Greeks and Romans.  This mechanism helps maneuver the creative process without putting so much of the blame/credit/responsibility on the artist...

October 30, 2012 Inspiration One comment
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Instagram Account

 

Just created an Instagram account for MakeTheConnections. Go find it at #maketheconnections and let’s be friends. There might be prizes involved in the future…


October 26, 2012 Uncategorized No comments
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Good to Great #5: A Culture of Discipline

good to greatJim Collins says in his book Good to Great that great organizations maintain a culture of discipline.   This culture consists of self-disciplined people who take disciplined action consistent with their specific hedgehog concept (see earlier post about a hedgehog concept).  Self-mastery frees you to focus on supporting others – you’re not busy screwing up and putting yourself back together.  These type of people do not need to be taught fundamental concepts like honesty, integrity, or hard work – they bring it to the table.  A culture of discipline a perfect example of having the right people on the bus.  A culture of discipline is at the heart of the previous Good to Great principle First Who, Then What where I wrote about the need to focus more on a person’s character than their re...

October 24, 2012 Books, Good to Great No comments
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Where You Been?

I know I know. I don’t call, I don’t write. All I can say is I’ve been really busy on a number of projects and haven’t had time to write and I really miss it. I really enjoy writing about these ideas and when I read things that inspire me I get excited to write. But then life gets in the way. Don’t think I’ve given up – got lots of new ideas brewing. Enjoy this phot of the Lincoln Memorial until next time.

Lincoln Memorial

Lincoln Memorial


October 11, 2012 Uncategorized 2 comments
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Good to Great #4: The Hedgehog Concept

In the book Good to Great, Jim Collins discovers that great companies from his study all had a similar approach to their business, an approach that lead them to greatness. Collins calls this approach the Hedgehog concept. The idea is that hedgehogs are focused and diligent in their activities, unlike foxes that chase shiny objects and are easily distracted. While I believe there is a better comparison than a hedgehog and a fox, it’s what Collins used to describe the success of these businesses.

The hedgehog concept boils down to this: in order to be successful, organizations must focus their resources, energy, and time on one specific area, one activity or product, and do it extremely well. You can’t be scatter brained and try to have your hand in multiple “pies” or fields of work...

September 18, 2012 Books, Good to Great No comments
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Good to Great #3: Confront the Brutal Facts

What it Means to Confront the Brutal Facts in Good to Great

In Good to Great, Jim Collins explains that successful organizations first start with an honest discussion of the environment in which they exist, what are the brutal facts surrounding your organization? The only way this conversation can occur on an organizational level is to create a culture, a climate, where people feel safe communicating; that they have a tremendous opportunity to be heard. Being heard is different from being able to say what you think, it means the other person listens. Confronting the brutal facts contributes to an effective decision-making process – it’s the only way to allow honest communication. If there is no open communication, problems or obstacles to an organization are rarely fully understood.

Cr...

September 5, 2012 Books, Good to Great 3 comments
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Good to Great #2: First Who, Then What

Key Points from the Book Good to Great on the Principle of First Who, Then What

  • With any team, organization, or company Good to Great found that it is more important to get the right people on board than it is to decide what they are going to do. Once you get those people on board, then you can decide where to take the organization. Yes, I know this is counter intuitive.
  • The “right people” has more to do with character and innate capabilities than knowledge, background, skills, or experience. The right people have passion and want to work hard.
  • Collins compares this to a bus. Great companies from his study focused on getting the right people on the bus, in the right seats, and then decided where to go. Not the other way around.
    The Good to Great Bus.

    The Good to Great Bus...

August 28, 2012 Books, Good to Great 4 comments
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Leadership Principle: Own the Future

leadership principleDuring my daily commute my mind spins on ideas I’ve mentioned on this blog or ideas that need to be mentioned.  One leadership principle that has found a seat in my mind, made itself comfortable, and it immediately lights the flame of inspiration in my heart is the following.

The future is ours for the taking if we base our actions on proven principles of the past.

  • If you have passion, others will likely be moved by the reasoning for our actions.  I love to hear WHY people are passionate about the things they do.  Please share your passion with me; light my candle with your fire.
  • If you can clearly explain the principles underlying our actions, others will seriously consider following you.
  • If you can tell a story how this principle has proven successful in times past and how it app...
August 25, 2012 Uncategorized No comments
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Good to Great #1: Level 5 Leadership and Changing the World

good to great

Looking out the window to blame/credit others.

What is Good to Great Level 5 Leadership?

Level 5 leadership, as Jim Collins explains it in his book Good to Great, refers to a person who is ambitious and driven first for the cause, for the job, for the mission, and not for himself/herself. This is a direct reflection of their fanatic drive towards results, yet this type of leader simultaneously maintains a humble purpose. It is a paradoxical mix of personal humility and professional will. For this type of leader it has nothing to do with them; greed and self-gratification are not the motives. It has everything to do with the people and organization.

An analogy used to help describe this type of leader is the window versus the mirror (see images)...

August 20, 2012 Books, Good to Great No comments
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