My experience of performance reviews has generally been filled with boring conversations, feedback that reflected people’s moods, and a sense…
How do we get the job done if we don’t ask question?
They favour what can be articulated but are rubbish at picking tacit knowledge that contributes so much more to our success at work.
Management practice of ‘removing obstacles’ in implementing strategy is necessary to succeed and keep people engaged.
The presumption that strategy can be meaningfully divided into formulation and implementation, and assigning each to different groups of people is inadequate to foster optimal strategy implementation.
“the things we spend most of our time pursuing turn out to be curiously irrelevant when it comes to seeing the value of a life as a whole”
MBA only plays a part of management education and is not the management education
Despite its benefits much of what passes as leadership development stuff seems fairly superficial and short-lived.
‘A fox knows many things, but a hedgehog knows one big thing.’
A focus on merely producing a strategy as a plan seems (very very) limiting, a focus on bringing others into the strategy can be far more enriching.
In management practice we are often encouraged to drive faster (for better or worse… though often assumed to be for better, seem to turn out for the worse).