1. +1/-1

2. S&P 500 +1/-1* *Every … 2 weeks ! Source: Richard Foster (via Rita McGrath/HBR/12.26.13

3. “Just like other members of the board, the algorithm gets to vote on whether the firm makes an investment in a specific company or not. The program will be the sixth member of DKV's board.”

4. LONG Tom Peters’ Re-Imagine EXCELLENCE ! Gulf International Convention & Exhibition Center/10 June 2014 (slides at tompeters.com; also see excellencenow.com)

5. Part 1: INTRODUCTION/EXCELLENCE Part 2: PEOPLE FIRST, SECOND … Part 3: INNOVATION IMPERATIVE Part 4: VALUE-ADDED STRATEGIES Part 5: LEADERSHIP/EXTREME SOLUTIONS SOLUTIONS

6. Part 1: INTRODUCTION/EXCELLENCE Part 2: PEOPLE FIRST, SECOND … Part 3: INNOVATION IMPERATIVE Part 4: VALUE-ADDED STRATEGIES Part 5: LEADERSHIP/EXTREME SOLUTIONS SOLUTIONS

7. “The greatest shortcoming of the human race is our inability to understand the exponential function.” —Albert A. Bartlett 1/721: “The greatest shortcoming of the human race is our inability to understand the exponential function.” —Albert A. Bartlett

8. “If I had to pick one failing of CEOs, it’s pick one failing of CEOs, it’s that … that … — Co-founder of one of the largest investment services firms in the USA/world

9. “If I had to pick one failing of CEOs, it’s that … they don’t read enough.”

10. CORPORATE MANDATE #1 2014: Your principal moral obligation as a leader is to develop the skillset, “soft” and “hard,” of every one of the people in your charge (temporary as well as semi-permanent) to the maximum extent of your abilities. The good news: This is also the #1 mid- to long-term … profit maximization strategy!

11. “The root of our problem is not that we’re in a Great Recession that we’re in a Great Recession or a Great Stagnation, but rather or a Great Stagnation, but rather that we are in the early that we are in the early throes of a. Our technologies are racing ahead, throes of a Great Restructuring. Our technologies are racing ahead, but our skills and organizations but our skills and organizations are lagging behind.” are lagging behind.” Source: Race AGAINST the Machine, Erik Brynjolfsson and Andrew McAfee

12. “ Automation has become so sophisticated that on a typical passenger flight, a human pilot holds the controls for a grand total of … the controls for a grand total of … 3 minutes. [Pilots] have become, it’s not much of have become, it’s not much of an exaggeration to say, an exaggeration to say, computer operators.” computer operators.” Source: Nicholas Carr, “The Great Forgetting,” The Atlantic, 11.13

13. “Human level capability has not turned out to be a special stopping point from an engineering perspective. ….” Source: Illah Reza Nourbakhsh, Professor of Robotics, Carnegie Mellon, Robot Futures

14. “Meet Your Next Surgeon: Dr. Robot” Source: Feature/Fortune/15 JAN 2013/on Intuitive Surgical’s da Vinci /multiple bypass heart-surgery robot da Vinci /multiple bypass heart-surgery robot

15. China/Foxconn: 1,000,000 robots/next 3 years 1,000,000 robots/next 3 years Source: Race AGAINST the Machine, Erik Brynjolfsson and Andrew McAfee

16. Robot Wars! “The combination of new market rules and new technology was turning the stock market into, in effect, a war of robots.” —Michael Lewis, “Goldman’s Geek Tragedy,” Vanity Fair, 09.13

17. “ Steve, you’re costing me a hundred nanoseconds. C an you at least cross it diagonally?” “ Steve, you’re costing me a hundred nanoseconds. [$100M/Millisecond] C an you at least cross it diagonally?”

18. $100,000,000/Millisecond: “Spivey* was all over him about the slightest detours. For instance, every so often the right-of-way crossed over from one side of the road to the other, and the line needed to cross the road within its boundaries. These constant road crossings irritated Spivey—Williams was making sharp right and left turns. ‘ Steve, you’re costing me a hundred nanoseconds,’ he’d say. ‘Can you at least cross it diagonally?’ ” —Michael Lewis, Flash Boys *Dan Spivey, Spread Network, $300M, 3 milliseconds (15-12), Chicago-NJ

19. G enetics R obotics I nformatics N anotechnology

20. G enetics R obotics I nformatics N anotechnology* *Decision #1 : GRIN and BEAR it? GRIN and SAVOR it?

21. Antifragile*: Things That From Disorder —Nassim Nicholas Taleb *Not to be confused with … RESILIENCE Antifragile*: Things That Gain From Disorder —Nassim Nicholas Taleb *Not to be confused with … RESILIENCE

22. EVERYTHING.EVERYBODY.EVERYWHERE.

23. IoTIoE

24. IoT/The Internet of Things IoE/The Internet of Everything IoE/The Internet of Everything M2M/Machine-to-Machine M2M/Machine-to-Machine Ubiquitous computing Ubiquitous computing Embedded computing Embedded computing Pervasive computing Pervasive computing Industrial Internet Industrial Internet Etc.* ** *** Etc.* ** *** *“ More Than 50 BILLION connected devices by 2020” —Ericsson **Estimated 212 BILLION connected devices by 2020—IDC ***“By 2025 IoT could be applicable to $82 TRILLION of output or approximately one half the global economy”—GE [The WAGs to end all WAGs!]

25. “Ford is working with the healthcare industry on a solution that would notify a nearby hospital if you were having a heart attack in your car, which can send an ambulance before you even know you’re having one. …” —Daniel Kellmereit & Daniel Obodovski, The Silent Intelligence: The Internet of Things

26. SENSOR PILLS: “… Proteus Digital Health is one of several pioneers in sensor-based health technology. They make a silicon chip the size of a grain of sand that is embedded into a safely digested pill that is swallowed. When the chip mixes with stomach acids, the processor is powered by the body’s electricity and transmits data to a patch worn on the skin. That patch, in turn, transmits data via Bluetooth to a mobile app, which then transmits the data the body’s electricity and transmits data to a patch worn on the skin. That patch, in turn, transmits data via Bluetooth to a mobile app, which then transmits the data to a central database where a health technician can to a central database where a health technician can verify if a patient has taken her or his medications. “This is a bigger deal than it may seem. In 2012, it was estimated that people not taking their prescribed medications cost $258 BILLION in emergency room visits, hospitalization, and doctor visits. An average of 130,000 Americans die each year because they don’t follow their prescription regimens closely enough..” [The FDA approved placebo testing in April 2012; sensor pills are ticketed to come to market in 2015 or 2016.] Source: Robert Scoble and Shel Israel, Age of Context: Mobile, Sensors, Data and the Future of Privacy

27. “Robotics will drive this very innovation. Landing page tuning will bust out of the Internet and become ‘interaction tuning.’ Companies will apply their analytics engines to all interaction opportunities with people everywhere: online, in the car, in a supermarket isle, on the sidewalk, and of course in your home.” —Illah Reza Nourbakhsh, Professor of Robotics, Carnegie Mellon, Robot Futures

28. Walmart SV = 1,500 Walmart SV = 1,500

29. EXCELLENCE !

31. Excellence1982: The Bedrock “Eight Basics” Excellence1982: The Bedrock “Eight Basics” 1. A Bias for Action 2. Close to the Customer 3. Autonomy and Entrepreneurship 4. Productivity Through People 5. Hands On, Value-Driven 6. Stick to the Knitting 7. Simple Form, Lean Staff 8. Simultaneous Loose-Tight Properties Properties

32. “Breakthrough” 82* People! People!Customers!Action! Values ! *In Search of Excellence

33. “Why in the world did you go to Siberia ?” go to Siberia ?”

34. Enterprise* (*at its best): An emotional, vital, innovative, joyful, creative, entrepreneurial endeavor that elicits maximum concerted human concerted human potential in the potential in the wholehearted pursuit of EXCELLENCE in wholehearted pursuit of EXCELLENCE in service of others **Employees, Customers, Suppliers, Communities, Owners, Temporary partners service of others.** **Employees, Customers, Suppliers, Communities, Owners, Temporary partners

35. Hard is Soft. Soft is Hard.

36. Wall Street Journal, 0910.13: “What matters most to a company over time? Strategy or culture?” Dominic Barton,* MD, McKinsey & Co.: “Culture.” Bill Walsh,* NFL Hall of Fame Coach: “Culture precedes positive results. It doesn’t get tacked on as an afterthought on the way to the victory stand.” Lou Gerstner,* former CEO, IBM: “If I could have chosen not to tackle the IBM culture head-on, I probably wouldn’t have. My bias coming in was toward strategy, analysis, and measurement. In comparison, changing the attitude and behaviors of hundreds of thousands of people is very, very hard. Yet I came to see in my time at IBM that culture isn’t just one aspect of the game—IT IS THE GAME.” *Note that all three of these CEOs are/were charter members of the Hard-ass School of Management. This was a realization that emerged for each one over time, but is stated here—UNEQUIVOCALLY. This was a realization that emerged for each one over time, but is stated here—UNEQUIVOCALLY.

37. “Of Service”

38. ORGANIZATIONS EXIST TO SERVE. PERIOD. LEADERS LIVE TO SERVE. PERIOD. SERVE. PERIOD.

39. WINNERS’ Rules !

40. Michael Raynor and Mumtaz Ahmed’: THE THREE RULES: How Exceptional Companies Think*: 1. Better before cheaper. 2. Revenue before cost. 3. There are no other rules. (*From a database of over 25,000 companies from hundreds of industries covering 45 years, they uncovered 344 companies that qualified as statistically “exceptional.”) Jeff Colvin, Fortune: “The Economy Is Scary … But Smart Companies Can Dominate”: They manage for value—not for EPS. They keep developing human capital. They get radically customer-centric.

41. WINNERS !

42. THE RED CARPET STORE (Flemington NJ)

43. The Magicians of Motueka & the Mittelstand Trifecta W.A. Coppins Ltd.* (Coppins Sea Anchors/ PSA/para sea anchors) *Textiles, 1898; thrive on “wicked problems” —e.g., U.S. Navy STLVAST (Small To Large Vehicle At Sea Transfer); custom fabric from W. Wiggins Ltd./Wellington (specialty nylon, “Dyneema,” from DSM /Netherlands)

44. +1/-1

45. S&P 500 +1/-1* *Every … 2 weeks ! Source: Richard Foster (via Rita McGrath/HBR/12.26.13

46. I am often asked by would-be entrepreneurs seeking escape from life within huge corporate structures, The answer seems obvious … “I am often asked by would-be entrepreneurs seeking escape from life within huge corporate structures, ‘How do I build a small firm for myself?’ The answer seems obvious … Source: Paul Ormerod, Why Most Things Fail: Evolution, Extinction and Economics

47. Buy a very large one and just wait.” “I am often asked by would-be entrepreneurs seeking escape from life within huge corporate structures, ‘How do I build a small firm for myself?’ The answer seems obvious: Buy a very large one and just wait.” —Paul Ormerod, Why Most Things Fail: Evolution, Extinction and Economics

48. “Mr. Foster and his McKinsey colleagues collected detailed performance data stretching back 40 years for 1,000 U.S. companies. They found that NONE of the long-term survivors managed to outperform the market. Worse, the longer companies had been in the database, the worse they did.” —Financial Times

49. MITTELSTAND* MITTELSTAND* *“agile creatures darting between the legs of the multinational monsters” (Bloomberg BusinessWeek, 10.10)

50. I love Middle-sized Niche- I love Middle-sized Niche- Micro-niche Dominators! Micro-niche Dominators! "Own" a niche through Excellence! "Own" a niche through Excellence!

51. “BE THE BEST. IT’S THE ONLY MARKET THAT’S NOT CROWDED.” From: Retail Superstars: Inside the 25 Best Independent Stores in America, George Whalin Independent Stores in America, George Whalin

52. Small Giants: Companies That Choose to Be Great Instead of Big

53. Retail Superstars: Inside the 25 Best Independent Stores in America —by George Whalin

54. RETAIL SUPERSTARS: INSIDE THE 25 BEST INDEPENDENT STORES IN AMERICA—George Whalin JUNGLE JIM’S INTERNATIONAL MARKET, FAIRFIELD, OH: “An adventure in ‘shoppertainment,’ begins in the parking lot and goes on to 1,600 cheeses and, yes, 1,400 varieties of hot sauce—not to mention 12,000 wines priced from $8-$ 8,000 a bottle; all this is brought to you by 4,000 vendors. Customers come from every corner of the globe.” BRONNER’S CHRISTMAS WONDERLAND, FRANKENMUTH, MI, POP 5,000: 98,000-square-foot “shop” features 6,000 Christmas ornaments, 50,000 trims, and anything else you can name pertaining to Christmas.

55. Going “Social”/Location and Size Independent: SM/SX/SE/SO/SB “Today, despite the fact that we’re just a little swimming pool company in Virginia, we have the most trafficked swimming pool website in the world. Five years ago, if you’d asked me and my business partners what we do, the answer would have been simple, ‘We build in-ground fiberglass swimming pools’ Now we say, ‘We are the best teachers … in the world … on the subject of fiberglass swimming pools, and we also happen to build them.’” —Jay Baer, Youtility: Why Smart Marketing Is About Help, Not Hype

56. Small (Entrepreneurial) BUSINESS: Training Inc., a 14-person unit* in a 50-person HR department in a $200M business unit in a $3B corporation—aiming for Excellence & WOW! *PSF / Professional Service Firm (See my … Professional Service Firm 50: Fifty Ways to Transform Your “Department” Into A Professional Service Firm Whose Trademarks Are Passion and Innovation.) Professional Service Firm 50: Fifty Ways to Transform Your “Department” Into A Professional Service Firm Whose Trademarks Are Passion and Innovation.)

57. Part 1: INTRODUCTION/EXCELLENCE Part 2: PEOPLE FIRST, SECOND … Part 3: INNOVATION IMPERATIVE Part 4: VALUE-ADDED STRATEGIES Part 5: LEADERSHIP/EXTREME SOLUTIONS SOLUTIONS

58. “Business has to give people enriching, rewarding lives … lives …

59. #1 /4,096 “Business has to give people enriching, rewarding lives … or it's simply not worth doing.” —Richard Branson

60. “The greatest satisfaction for management has come not from the financial growth of Camellia itself, but rather from having participated in the vast improvement in the living and working conditions of its employees, resulting from the investment of many tens of millions of pounds into the tea gardens’ infrastructure of roads, factories, hospitals, employees’ housing and amenities. … Within the Camellia Group there is a strong aesthetic dimension, an intention that it should comprise companies and assets of the highest quality, operating from inspiring offices and manufacturing in state of the art facilities. … Above all, there is a deep concern for the welfare of each employee. This arises not only from a sense of humanity, but also from the conviction that the loyalty of a secure and enthusiastic employee will in the long-term prove to be an invaluable company asset.” — Camellia: A Very Different Company [$600M/$160M/$100M]

61. “In a world where customers wake up every morning asking, ‘What’s new, what’s different, what’s amazing?’ success depends on a company’s ability to unleash initiative, imagination and passion of employees at all levels —and this can only happen if all those folks are connected heart and soul to their work [their ‘calling’], their company and their mission.” —John Mackey and Raj Sisoda, Conscious Capitalism: Liberating the Heroic Spirit of Business

62. “You have to treat your employees like customers.” —Herb Kelleher, upon being asked his “secret to success” Source: Joe Nocera, NYT, “Parting Words of an Airline Pioneer,” on the occasion of Herb Kelleher’s retirement after 37 years at Southwest Airlines (SWA’s pilots union took out a full-page ad in USA Today thanking HK for all he had done) ; across the way in Dallas, American Airlines’ pilots were picketing AA’s Annual Meeting)

63. "When I hire someone, that's when I go to work for them.” —John DiJulius, "What's the Secret to Providing a World-class Customer Experience"

64. "If you want staff to give great service, give great service to staff." "If you want staff to give great service, give great service to staff." —Ari Weinzweig, Zingerman's

65. EXCELLENT customer experience depends … entirely … on EXCELLENT on EXCELLENT employee experience! If you want to WOW your customers, FIRST you must WOW those who must WOW those who WOW the customers! WOW the customers!

66. “ Contrary to conventional corporate thinking, treating retail workers much better makes everyone (including their employers) much richer.” —New York Times/ 01.05.14, Adam Davidson, Planet Money/NPR (Cited in particular, “The Good Jobs Strategy,” by M.I.T. professor Zeynep Ton)

67. Wegmans (was #1 in USA) Container Store (was #1 in USA) Whole Foods CostcoPublix Darden Restaurants Build-A-Bear Workshops Starbucks

68. Oath of Office: Managers/Servant Leaders Oath of Office: Managers/Servant Leaders Our goal is to serve our customers brilliantly and profitably over the long haul. the long haul. Serving our customers brilliantly and profitably over the long haul is a product of brilliantly serving, over the long haul, the haul is a product of brilliantly serving, over the long haul, the people who serve the customer. people who serve the customer. Hence, our job as leaders—the alpha and the omega and everything in between—is abetting the sustained growth everything in between—is abetting the sustained growth and success and engagement and enthusiasm and and success and engagement and enthusiasm and commitment to Excellence of those, one at a time, who commitment to Excellence of those, one at a time, who directly or indirectly serve the ultimate customer. directly or indirectly serve the ultimate customer. We—leaders of every stripe—are in the “Human Growth and Development and Success and Aspiration to Excellence Development and Success and Aspiration to Excellence business.” business.” “We” [leaders] only grow when “they” [each and every one of our colleagues] are growing. growing. “We” [leaders] only succeed when “they” [each and every one of our colleagues] are succeeding. are succeeding. “We” [leaders] only energetically march toward Excellence when “they” [each and every one of our colleagues] are energetically marching “they” [each and every one of our colleagues] are energetically marching toward Excellence. toward Excellence.Period.

69. TO DEVELOP AND MANAGE TALENT; TO APPLY THAT TALENT, THROUGHOUT THE WORLD, FOR THE BENEFIT OF CLIENTS; TO DO SO IN PARTNERSHIP; TO DO SO WITH PROFIT. Our Mission TO DEVELOP AND MANAGE TALENT; TO APPLY THAT TALENT, THROUGHOUT THE WORLD, FOR THE BENEFIT OF CLIENTS; TO DO SO IN PARTNERSHIP; TO DO SO WITH PROFIT. WPP

70. 7 Steps to Sustaining Success You take care of the people. The people take care of the service. The service takes care of the customer. The customer takes care of the profit. The profit takes care of the re-investment. The re-investment takes care of the re-invention. The re-invention takes care of the future. (And at every step the only measure is EXCELLENCE.)

71. 7 Steps to Sustaining Success & Excellence You take care of the people. The people take care of the service. The service takes care of the customer. The customer takes care of the profit. The profit takes care of the re-investment. The re-investment takes care of the re-invention. The re-invention takes care of the future. (And at every step the only measure is EXCELLENCE.)

72. Brand = Talent.

73. Training As Investment #1

74. In the Army, 3-star generals worry about training. In most businesses, it's a “ho hum” mid-level staff function.

75. Training [OBVIOUSLY!] #1 : Police. Fire. Military. Opera. Symphony. Theater. Sports. Etc.

76. Is your CTO/Chief Training Officer your top paid “C-level” job (other than CEO/COO)? If not, why not? Are your top trainers paid as much as your top marketers and engineers? If not, why not? Are your training courses so good they make you giggle and tingle? If not, why not? Randomly stop an employee in the hall: Can she/he meticulously describe her/his development plan for the next 12 months? If not, why not? Why is your world of business any different than the (competitive) world of rugby, football, opera, theater, the military? If “people/talent first” and hyper-intense continuous training are laughably obviously for them, why not you?

77. Is your CTO/Chief Training Officer your top paid “C-level” job (other than CEO/COO)? If not, why not? Are your top trainers paid as much as your top marketers and engineers? If not, why not? Are your training courses so good they make you giggle and tingle? If not, why not? Should be able to get immediate answer upon stopping anyone at any time and asking, “What have you learned today?” If not, why not? Why is your world of business any different than the (competitive) world of rugby, football, opera, theater, the military? If “people/talent first” and hyper-intense continuous training are laughably obviously for them, why not you?

78. “The role of the Director is to create a space where the actors and actresses can become more than they’ve ever been before, more than they’ve dreamed of being.” more than they’ve dreamed of being.” —Robert Altman, Oscar acceptance speech

79. Is your CTO/Chief Training Officer your top paid “C-level” job (other than CEO/COO)? If not, why not? Are your top trainers paid as much as your top marketers and engineers? If not, why not? Are your training courses so good they make you giggle and tingle? If not, why not? Randomly stop an employee in the hall: Can she/he meticulously describe her/his development plan for the next 12 months? If not, why not? Why is your world of business any different than the (competitive) world of rugby, football, opera, theater, the military? If “people/talent first” and hyper-intense continuous training are laughably obviously for them, why not you?

80. Gamblin’ Man Gamblin’ Man Bet: >> 5 of 10 CEOs see training as expense rather than investment. Bet: >> 5 of 10 CEOs see training as defense rather than offense. Bet: >> 5 of 10 CEOs see training as “necessary evil” rather than “strategic opportunity.” Bet: >> 8 of 10 CEOs, in 45-min “tour d’horizon” of their business, would not mention training.

81. Boss & RPD: Your [boss] job is safer if every one of your team members is committed to RPD/Radical Personal Development. Actively support one and all!

82. Education As Priority #1

83. “Every child is born an artist. The trick is to remain an artist.” —Picasso “All human beings are entrepreneurs.” —Muhammad Yunus “Human creativity is the ultimate economic resource.” —Richard Florida "Creativity can no longer be treated as an elective.” —John Maeda

84. The very best and the very brightest and the most energetic and enthusiastic and entrepreneurial and tech- savvy of our university graduates must—must, not should—be lured into teaching! into teaching!

85. RADICAL curricular revision imperative. (STEM/STE A M.) RADICAL digital strategy. REVOLUTIONARY new approach to teacher recruitment/development. RADICAL re-assessment of tertiary education (E.g., “MOOC-ization.”) RADICAL re-assessment business ed. RADICAL role re-assessment by corporations. (Good news: Nobody’s got it right. Kids are doing it without you—if you’ll let them.)

86. Muhammad Yunus: “ All human beings are entrepreneurs. When we were in the caves we were all self-employed... finding our food, feeding ourselves. That’s where human history began... As civilization came we suppressed it. We became labor because they stamped us, ‘You are labor.’ We forgot that we are entrepreneurs.” Muhammad Yunus: “ All human beings are entrepreneurs. When we were in the caves we were all self-employed... finding our food, feeding ourselves. That’s where human history began... As civilization came we suppressed it. We became labor because they stamped us, ‘You are labor.’ We forgot that we are entrepreneurs.” —Muhammad Yunus/ The News Hour/PBS/1122.2006

87. The Memories That Matter

88. The Memories That Matter The Memories That Matter The people you developed who went on to stellar accomplishments inside or outside stellar accomplishments inside or outside the company. the company. The (no more than) two or three people you developed who went on to create stellar institutions of their own. create stellar institutions of their own. The long shots (people with “a certain something”) you bet on who surprised themselves—and your peers. surprised themselves—and your peers. The people of all stripes who 2/5/10/20 years later say “You made a difference in my life,” later say “You made a difference in my life,” “Your belief in me changed everything.” “Your belief in me changed everything.” The sort of/character of people you hired in general. (And the bad apples you chucked out despite some stellar traits.) apples you chucked out despite some stellar traits.) A handful of projects (a half dozen at most) you doggedly pursued that still make you smile and which fundamentally changed the way still make you smile and which fundamentally changed the way things are done inside or outside the company/industry. things are done inside or outside the company/industry. The supercharged camaraderie of a handful of Great Teams aiming to The supercharged camaraderie of a handful of Great Teams aiming to “change the world.” “change the world.”

89. “In a way, the world is a great liar. It shows you it worships and admires money, but at the end of the day it doesn’t. It says it adores fame and celebrity, but it doesn’t, not really. The world admires, and wants to hold on to, and not lose, goodness. It admires virtue. At the end it gives its greatest tributes to generosity, honesty, courage, mercy, talents well used, talents that, brought into the world, make it better. That’s what it really admires. That’s what we talk about in eulogies, because that’s what’s important. We don’t say, ‘The thing about Joe was he was rich!’ We say, if we can … ‘The thing about Joe was he took good care of people.’ ” —Peggy Noonan, “A Life’s Lesson,” on the astounding response to the passing of superstar journalist Tim Russert, Wall Street Journal, June 21-22, 2008 passing of superstar journalist Tim Russert, Wall Street Journal, June 21-22, 2008

90. “The Gross National Product does not include the beauty of our poetry or the intelligence of our public debate. It measures neither our wit nor our courage, neither our wisdom nor our learning, neither our compassion nor our devotion. It measures everything, in short, except that which makes life worthwhile.” does not include the beauty of our poetry or the intelligence of our public debate. It measures neither our wit nor our courage, neither our wisdom nor our learning, neither our compassion nor our devotion. It measures everything, in short, except that which makes life worthwhile.” —RFK

91. A 15-Point Human Capital Asset Development Manifesto Human Capital Asset Development Manifesto World Strategy Forum/ The New Rules: Reframing Capitalism Tom Peters/Seoul/0615.12

92. A 15-Point Human Capital Development Manifesto A 15-Point Human Capital Development Manifesto 1. “Corporate social responsibility” starts at home—i.e., inside the enterprise! MAXIMIZING GDD/Gross Domestic Development of the workforce is the primary source of mid-term and beyond growth and profitability—and maximizes national productivity and wealth. (Re profitability: If you want to serve the customer with uniform Excellence, then you must FIRST effectively and faithfully serve those who serve the customer—i.e. our employees, via maximizing tools and professional development.)

93. 2. Regardless of the transient external situation, development of “human capital” is always the #1 priority. This is true in general, in particular in difficult times which demand resilience—and uniquely true in this age in which IMAGINATIVE brainwork is de facto the only plausible survival strategy for higher wage nations. (Generic “brainwork,” traditional and dominant “white- collar activities, is increasingly being performed by exponentially enhanced artificial intelligence.)

94. 3. Three-star generals and admirals (and symphony conductors and sports coaches and police chiefs and fire chiefs) OBSESS about training. Why is it likely (Dead certain?) that in a random 30-minute interview you are unlikely to hear a CEO touch upon this topic? (I would hazard a guess that most CEOs see IT investments as a “strategic necessity,” but see training expenses as “a necessary evil.”) 4. Proposition/axiom: The CTO/Chief TRAINING Officer is arguably the #1 staff job in the enterprise, at least on a par with, say, the CFO or CIO or head of R&D. (Again, external circumstances—see immediately above—are forcing our hand.) Source: A 15-Point Human Capital Asset Development Manifesto/ World Strategy Forum/The New Rules: Reframing Capitalism/Seoul/0615.12 World Strategy Forum/The New Rules: Reframing Capitalism/Seoul/0615.12

95. 5. The training budget takes precedence over the capital budget. PERIOD. It’s easier fun to get your picture taken next to a new machine. But how do you get a photo of a new and much improved attitude in a key distribution center? But the odds are 25:1 that the new attitude will add more to the bottom line than will the glorious state-of-the-art machine. 6. Human capital development should routinely sit atop any agenda or document associated with enterprise strategy. Most any initiative you undertake should formally address implications for and contributions to human capital asset development.

96. CORPORATE MANDATE #1 2014: Your principal moral obligation as a leader is to develop the skillset, “soft” and “hard,” of every one of the people in your charge (temporary as well as semi-permanent) to the maximum extent of your abilities. The good news: This is also the #1 mid- to long-term … profit maximization strategy!

97. In Good Business, Mihaly Csikszentmihalyi argues persuasively that business has become the center of society. As such, an obligation to community is front & center. Business as societal bedrock, has the RESPONSIBILITY to increase the “SUM OF HUMAN WELL-BEING.” Business is NOT "part of the community." In terms of how adults collectively spend their waking hours … business IS the community. And should act accordingly. The (REALLY) good news: Community mindedness is a great way [the BEST way?] to have spirited/committed/customer-centric work force—and, ultimately, increase [maximize?] profitability!

98. Addenda: The Mauritius Doctrine Addenda: The Mauritius Doctrine On 16 April 2014, I spoke to 1,300 SME chiefs in Mauritius at a conference organized by The National Productivity and Competitiveness Council, and that included the Vice Prime Minister. I upped the stridency of my tone relative not to government actions—but relative to business’ obligation to develop its not to government actions—but relative to business’ obligation to develop its work force. Moreover, I asserted this was as true for a 6-person business work force. Moreover, I asserted this was as true for a 6-person business as for a 6,000-person outfit. Yes … wee companies can (and ought) as for a 6,000-person outfit. Yes … wee companies can (and ought) become “training/development maniacs.” Honing my new/uncompromising message: Especially in uncertain times which are sapping global employment security, it is the … foremost moral responsibility … of businesses to abet the radical development of their employees. National productivity improvement is less about a few giants than about incremental efforts by the great mass of small businesses. My training [& development] message in general is extreme. But the truly radical notion is that “training & development maniacs” applies to the 5-person enterprise as much as it does to the giant.

99. Part 1: INTRODUCTION/EXCELLENCE Part 2: PEOPLE FIRST, SECOND … Part 3: INNOVATION IMPERATIVE Part 4: VALUE-ADDED STRATEGIES Part 5: LEADERSHIP/EXTREME SOLUTIONS SOLUTIONS

100. 1 /48 (No kidding)

101. READY. FIRE! AIM. H. Ross Perot (vs “ Aim! Aim! Aim!” /EDS vs GM/1985)

102. “The first EDSer to see a snake kills it. At GM, the first thing you do is organize a committee on snakes. Then you bring in a consultant who knows a lot about snakes. Third thing you do is talk about it for a year.” —H. Ross Perot, EDS founder, former GM board member

103. “WE HAVE A ‘STRATEGIC PLAN.’ IT’S CALLED DOING THINGS.” “WE HAVE A ‘STRATEGIC PLAN.’ IT’S CALLED DOING THINGS.” — Herb Kelleher

104. “We made mistakes, of course. Most of them were omissions we didn’t think of when we initially wrote the software. We fixed them by doing it over and over, again and again. We do the same today. While our competitors are still sucking their thumbs trying to make the design perfect, we’re already on prototype version # 5. By the time our rivals are ready with wires and screws, we are on version #10. It gets back to planning versus acting: We act from day one; others plan how to plan— for months.” —Bloomberg by Bloomberg

105. Culture of Prototyping “Effective prototyping may be THE MOST VALUABLE CORE COMPETENCE an innovative organization can hope to have.” —Michael Schrage

106. “EXPERIMENT FEARLESSLY” Tactic #1 “RELENTLESS TRIAL AND ERROR” Source: Wall Street Journal, cornerstone of effective approach to “rebalancing” company portfolios in the face of changing and uncertain global economic conditions (11.08.10) “EXPERIMENT FEARLESSLY” Source: BusinessWeek, “Type A Organization Strategies: How to Hit a Moving Target”— Tactic #1 “RELENTLESS TRIAL AND ERROR” Source: Wall Street Journal, cornerstone of effective approach to “rebalancing” company portfolios in the face of changing and uncertain global economic conditions (11.08.10)

107. Scrum Management Scrum Management 1. Organize the work in short cycles. 2. Management doesn’t interrupt the team during a work cycle. 3. The team reports to the client, not the manager. 4. The team decides how much time work will take. 5. The team decides how much work it can do in an iteration. 6. The team decides how to do the work in the iteration. 7. The team measures its own performance. 8. Define work goals before each cycle starts. 9. Define work goals through user stories. 10. Systematically remove impediments. Source: Steve Denning/Forbes/0429.11

108. Lesson47: WTTMSW

109. WHOEVERTRIESTHEMOSTSTUFFWINS

110. "How often I found where I should be going only by setting out for somewhere else.” — Buckminster Fuller

111. FAIL. FORWARD. FAST.

112. “FAIL. FORWARD. FAST.” “FAIL. FORWARD. FAST.” High Tech CEO, Pennsylvania

113. “ REWARD PUNISH “ REWARD excellent failures. PUNISH mediocre successes.” —Phil Daniels, Sydney exec

114. Richard Farson & Ralph Keyes: Whoever Makes the Most Mistakes Wins: The Paradox of Innovation

115. Ideas Economy: CAN YOUR BUSINESS FAIL FAST ENOUGH TO SUCCEED? Source: ad for Economist Conference/0328.13/Berkeley CA (caps are Economist)

116. WTTMS ASTMSUTF W WTTMS ASTMSUTF W

117. WHOEVERTRIESTHEMOSTSTUFFANDSCREWSTHEMOSTSTUFFUPTHEFASTESTWINS

118. Pursuing Inefficiency

119. “The secret of fast progress is, fast and furious and numerous failures.” “The secret of fast progress is inefficiency, fast and furious and numerous failures.” —Kevin Kelly

120. —Paul Saffo “The Silicon Valley of today is built less atop the spires of earlier triumphs than upon the rubble of earlier debacles.” —Paul Saffo

121. “The essence of capitalism is encouraging failure, not rewarding success.” —Nassim Nicholas Taleb/Reason TV/0124.13 of capitalism is encouraging failure, not rewarding success.” —Nassim Nicholas Taleb/Reason TV/0124.13

122. We Are What We Eat We Are What We Eat

123. “You will become like the five people you associate with the most—this can be either a blessing or a curse.” —Billy Cox “You will become like the five people you associate with the most—this can be either a blessing or a curse.” —Billy Cox

124. Diversity: “It is hardly possible to overrate the value of placing human beings in contact with persons dis- similar to themselves, and with modes of thought and action unlike those with which they are familiar. Such communication has always been, and is peculiarly in the present age, one of the primary sources of progress.” —John Stuart Mill

125. The “We are what we eat”/ “We are who we hang out with” Axiom: At its core, every (!!!) relationship-partnership decision (employee, vendor, customer, etc., etc.) is a strategic decision about: “Innovate, ‘Yes’ or ” The “We are what we eat”/ “We are who we hang out with” Axiom: At its core, every (!!!) relationship-partnership decision (employee, vendor, customer, etc., etc.) is a strategic decision about: “Innovate, ‘Yes’ or ‘No’ ”

126. Measure/Manage: Portfolio “Strangeness”/ “Quality” Measure/Manage: Portfolio “Strangeness”/ “Quality” 1. Customers 2. Vendors 3. Out-sourcing Partners 4. Acquisitions 5. Purposeful “Theft” 6. Diversity/“d”iversity 7. Diversity/Crowd-sourcing 8.Diversity/Weird 9.Diversity/Curiosity 10. Benchmarks 11. Calendar 12. MBWA 13. Lunch/General 14. Lunch/Other functions 15. Location/Internal 16. Location/HQ 17. Top team 18. Board

127. WE ARE THE COMPANY WE KEEP! WE KEEP! MANAGE IT!

128. “DON’T BENCHMARK, FUTURE MARK!” “DON’T BENCHMARK, FUTURE MARK!” Impetus: “The future is already here; it’s just not evenly distributed” —William Gibson

129. “DON’T BENCHMARK, ‘OTHER’ MARK!”

130. CROWD POWER !

131. “The Billion-man Research Team: Companies offering work to online communities are reaping the benefits of ‘crowdsourcing.’” —Headline, FT

133. CURIOSITY !

134. Vanity Fair: “What is your most marked characteristic?” Mike Bloomberg: “Curiosity.” “Curiosity.”

135. “Who’s the most interesting person you’ve met in the last 90 days? How do I get in touch with them?” —Fred Smith

136. “ Do one thing every day that scares you.” “ Do one thing every day that scares you.” —Eleanor Roosevelt

137. Ouch ! Ouch !

138. The Bottleneck … “The Bottleneck …

139. The Bottleneck is at the … “Where are you likely to find people with the least diversity of experience, the largest investment in the past, and the greatest reverence for industry dogma … Top of the Bottle” — Gary Hamel/Harvard Business Review “ The Bottleneck is at the … “Where are you likely to find people with the least diversity of experience, the largest investment in the past, and the greatest reverence for industry dogma … Top of the Bottle” — Gary Hamel/Harvard Business Review

140. REVERSE Ageism Merited?

141. 60 IS THE NEW 40! 70 IS THE NEW 50! 35 IS THE NEW 65 ?

142. Innovate or Die: Measure It!

143. Innovation Index: Top 5 8 or higher “Weird”/“Profound”/ “Wow”/“Game-changer” Innovation Index: How many of your Top 5 Strategic Initiatives/Key Projects score 8 or higher [out of 10] on a “Weird”/“Profound”/ “Wow”/“Game-changer” Scale? (At least 3???)

144. Innovation Index: Move every project (definition) 2 notches up on the “WOWification Scale” … THIS WEEK.

145. “WOWification” … TOTALLY UN-related to project size !

146. Innovate or Die: Ubiquitous

147. Iron Innovation Equality Law: The quality and quantity and imaginativeness of innovation shall be the same in all functions —e.g., in HR and purchasing as much as in marketing or product development.*

148. Part 1: INTRODUCTION/EXCELLENCE Part 2: PEOPLE FIRST, SECOND … Part 3: INNOVATION IMPERATIVE Part 4: VALUE-ADDED STRATEGIES Part 5: LEADERSHIP/EXTREME SOLUTIONS SOLUTIONS

149. TGRs: 8/80

150. Customers describing their service experience as “superior”: 8 % Companies describing the service experience they provide as the service experience they provide as “superior”: 80% “superior”: 80% —Source: Bain & Company survey of 362 companies, reported in John DiJulius, What's the Secret to Providing a World-class Customer Experience?

151. “May I clean your glasses, sir?”

152. “Let me help you down the jetway.”

153. It BEGINS (and ENDS ) in the …

154. PARKING LOT* *Disney

155. “It’s simple, really, Tom. Hire for s, and, above all, promote for s.” —Starbucks regional manager, on why so many smiles at Starbucks shops

156. TGR [Things Gone -Things Gone RIGHT ] TGR [Things Gone WRONG -Things Gone RIGHT ]

157. “Experiences are as distinct from services as services are from goods.” —Joe Pine & Jim Gilmore, The Experience Economy: Work Is Theatre & Every Business a Stage

158. TGR S. MANAGE ’EM. MEASURE ’EM.* *I use “manage-measure” a lot. Translation: These are not “soft” ideas; they are exceedingly important things that can be managed—AND measured. not “soft” ideas; they are exceedingly important things that can be managed—AND measured.

159. C X O* *Chief e X perience Officer

160. LBTs

161. LITTLE = BIG

162. Big carts = 1.5X 1.5X Source: Walmart

163. 2X: “When Friedman slightly curved the right angle of an entrance corridor to one property, he was ‘amazed at the magnitude of change in pedestrians’ behavior’—the percentage who entered increased from one- third to nearly two-thirds.” —Natasha Dow Schull, Addiction By Design: Machine Gambling in Las Vegas

164. Machine Gambling “Pleasing” odor #1 vs. “pleasing” odor #2: +45% revenue Source: “Effects of Ambient Odors on Slot-Machine Useage in Las Vegas Casinos,” reported in Natasha Dow Schull, Addiction By Design: Machine Gambling in Las Vegas (66% revenue, 85% profit)

165. DESIGN ! DESIGN !

166. Design Rules! APPLE market cap > Exxon Mobil* *August 2011

167. “Design is treated like a religion at BMW.”* —Fortune *APPLE market cap > Exxon Mobil (August 2011)

168. “With its carefully conceived mix of colors and textures, aromas and music, STARBUCKS is more indicative of our era than the iMac. It is to the Age of Aesthetics what McDonald’s was to the Age of Convenience or Ford was to the Age of Mass Production—the touchstone success story, the exemplar of … the aesthetic imperative. … ‘Every Starbucks store is carefully designed to enhance the quality of everything the customers see, touch, hear, smell or taste,’ writes CEO Howard Schultz.” “With its carefully conceived mix of colors and textures, aromas and music, STARBUCKS is more indicative of our era than the iMac. It is to the Age of Aesthetics what McDonald’s was to the Age of Convenience or Ford was to the Age of Mass Production—the touchstone success story, the exemplar of … the aesthetic imperative. … ‘Every Starbucks store is carefully designed to enhance the quality of everything the customers see, touch, hear, smell or taste,’ writes CEO Howard Schultz.” —Virginia Postrel, The Substance of Style: How the Rise of Aesthetic Value Is Remaking Commerce, Culture and Consciousness

169. Hypothesis: DESIGN is the principal difference between love and hate!* Hypothesis: DESIGN is the principal difference between love and hate!* *Not “like” and “dislike”

170. Design is … NEVER neutral.

171. C D O* *Chief D esign Officer

172. DESIGN = EVERYTHING ! DESIGN = EVERYTHING !

173. “ We don’t have a good language to talk about this kind of thing. In most people’s vocabularies, design means veneer. … But to me, nothing could be further from the meaning of design. DESIGN IS THE FUNDAMENTAL SOUL OF A MAN- MADE CREATION.” —Steve Jobs

174. “Design is everything. Everything is design.” “We are all designers.” Inspiration: The Power of Design: A Force for Transforming Everything, Richard Farson

175. GREAT DESIGN = ONE-PAGE BUSINESS PLAN Source: Jim Horan

176. “ If you can’t write your movie idea on the back of a business card, you ain’t got a movie.” —Samuel Goldwyn

177. DESIGN: Your next email …

178. Initiate a … “Design Review” “Design Review” Today (Of Everything)

179. “Only one company can be the cheapest. All others must use design.” —Rodney Fitch, Fitch & Co. Source: Insights, definitions of design, the Design Council [UK]

180. “Businesspeople don’t need to ‘understand designers better.’ Businesspeople need to be designers.” —Roger Martin/Dean/Rotman Management School/University of Toronto

181. C N O & Social Business

182. CMO/Marketing CXO/eXperience CNO/eNgagement

183. “Customer engagement is moving from relatively isolated market transactions to deeply connected and sustained social relationships. This basic change in how we do business will make an impact on just about everything we do.” Social Business By Design: Transformative Social Media Strategies For the Connected Company —Dion Hinchcliffe & Peter Kim For the Connected Company —Dion Hinchcliffe & Peter Kim

184. Biz 2014: Get Aboard the “S-Train” SM /Social Media. SX /Social eXecutives. SE /Social Employees. SO /Social Organization. SB /Social Business.

185. “Branding” is about: Everything AND Everyone = Everything AND Everyone = Social Media/ Social Executives/ Social Employees/ Social Organization/ Social Business = Table stakes by 2017 Table stakes by 2017

186. Marbles, a Ball and Social Employees ay IBM “Picture a ball and a bag of marbles side by side. The two items might have the same volume—that is, if you dropped them into a bucket, they would displace the same amount of water. The difference, however, lies in the surface area, Because a bag of marbles is comprised of several individual pieces, the combined surface area of all the marbles far outstrips the surface area of a single ball. The expanded surface area represents a social brand’s increased diversity. These surfaces connect and interact with each other in unique ways, offering customers and employees alike a variety of paths toward a myriad of solutions. If none of the paths prove to be suitable, social employees can carve out new paths on their own.” —Ethan McCarty, Director of Enterprise Social Strategy, IBM (from Cheryl Burgess & Mark Burgess, The Social Employee

187. IBM Social Business Markers/2005-2012 *433,000 employees on IBM Connection *26,000 individual blogs *91,000 communities *62,000 wikis *50,000,000 IMs/day *200,000 employees on Facebook *295,000 employees/800,000 followers of the brand of the brand *35,000 on Twitter Source: IBM case, in Cheryl Burgess & Mark Burgess, The Social Employee

188. Teva Canada Teva Canada SharePoint: Joint problem solving/collaboration within supply chain org Strategy-Nets: Supply chain plus sales, marketing, customer service Moxie: blogs, wikis, joint doc editing, etc. Source: Dion Hinchcliffe & Peter Kim, Social Business By Design

189. Seven Characteristics of the Social Employee Seven Characteristics of the Social Employee 1. Engaged 2. Expects Integration of the Personal and Professional 3. Buys Into the Brand’s Story 4. Born Collaborator 5. Listens 6. Customer-Centric 7. Empowered Change Agent Source: Cheryl Burgess & Mark Burgess, The Social Employee

190. “Success” >> “Satisfaction”

191. “You are headed for commodity hell if you don’t have services.” )

192. IB M to I B M

193. “Lou, with all the money I’ve spent with you guys on ‘the best this or that,’ in fact this AND that, why in the hell hasn’t my business been transformed?”

194. Planetary Rainmaker-in-Chief! “[CEO Sam] Palmisano’s strategy is to expand tech’s borders by pushing users— and entire industries—toward radically different business models. The payoff for IBM would be access to an ocean of revenue—Palmisano estimates it at $500 billion a year — that technology companies have never been able to touch.” —Fortune

195. “You are headed for commodity hell if you don’t have services.” —Lou Gerstner, on IBM’s coming revolution (1997)

196. U P S to UP S

197. “UPS used to be a trucking company with technology. Now it’s a technology company with trucks.” —Forbes

198. “ Big Brown’s New Bag: UPS Aims to Be the Traffic Manager for Corporate America” —Headline/BW “UPS wants to take over the sweet spot in the endless loop of goods, information and capital that all the packages [it moves] represent.” —ecompany.com “It’s all about solutions. We work with customers on creating and running better, stronger, cheaper supply chains.” —Bob Stoffel, UPS senior exec

199. “Rolls-Royce now earns more from tasks such as managing clients’ overall procurement strategies and maintaining aerospace engines it sells than it does from making them.” —Economist

200. UTC/Otis + UTC/Carrier: discrete boxes* to “integrated building systems” *elevators, air conditioners

201. IDEO’s Progression Product Design to Product Design Training to Corporate Innovation/ Culture Training/Consulting

202. MasterCard Advisors

203. Huge: “Customer Satisfaction with product/Service” to “CUSTOMER SUCCESS”

204. Universal Value Added: The PSF Solution (or bust) Universal Value Added: The PSF Solution (or bust)

205. The Professional Service Firm50: Fifty Ways to Transform Your “Department” into a Professional Service Firm Whose Trademarks are Passion and Innovation!

206. Sarah: “ Mom, what do you do?”

207. Sarah: Mom : “ Sarah: “ Mom, what do you do?” Mom : “ I’m ‘overhead’—the ‘bureaucrat’ who runs the ‘cost center’ called ‘Human Resources.”

208. Anne: “ Mom, what do you do?”

209. “Anne, my human resources team and I are the ‘ Rock Stars of the Age of Talent.’ We drive our division’s strategic success.” Mom: “Anne, my human resources team and I are the ‘ Rock Stars of the Age of Talent.’ We drive our division’s strategic success.”

210. Managing Partner, HRInc. Department Head/“Cost center”/“Overhead” to … Managing Partner, HR [IS, R&D, etc.] Inc.

211. Small (Entrepreneurial) BUSINESS: Training Inc., a 14-person unit* in a 50-person HR department in a $200M business unit in a $3B corporation—aiming for Excellence & WOW! *PSF / Professional Service Firm (See my … Professional Service Firm 50: Fifty Ways to Transform Your “Department” Into A Professional Service Firm Whose Trademarks Are Passion and Innovation.) Professional Service Firm 50: Fifty Ways to Transform Your “Department” Into A Professional Service Firm Whose Trademarks Are Passion and Innovation.)

212. “Principal Engine of Value Added” Are you/your gang the … “Principal Engine of Value Added”

213. Big Idea: “Corporation” as MEGA- “PSF”

214. Part 1: INTRODUCTION/EXCELLENCE Part 2: PEOPLE FIRST, SECOND … Part 3: INNOVATION IMPERATIVE Part 4: VALUE-ADDED STRATEGIES Part 5: LEADERSHIP/EXTREME SOLUTIONS SOLUTIONS

215. Conrad Hilton …

216. CONRAD HILTON, at a gala celebrating his career, was called to the podium and asked, His answer … CONRAD HILTON, at a gala celebrating his career, was called to the podium and asked, “What were the most important lessons you learned in your long and distinguished career?” His answer …

217. “ Remember to tuck the shower curtain inside the bathtub.”

218. “EXECUTION IS STRATEGY.” —Fred Malek

219. “Amateurs talk about strategy. Professionals talk about logistics.” —General Omar Bradley

220. WOW !! Observed closely: The use of “I” or “we” during a job interview. job interview. Source: Leonard Berry & Kent Seltman, chapter 6, “Hiring for Values,” Management Lessons From Mayo Clinic

221. MBWA

222. M anaging B y W andering A round

223. 25

224. You = Your calendar/ Your calendar NEVER lies.

225. You = Your calendar* *The calendar NEVER lies.

226. MBWA 4 MBWA 8 MBWA 12

227. “The 4 most important words in any organization are …

228. THE FOUR MOST IMPORTANT WORDS IN ANY ORGANIZATION ARE … “WHAT DO YOU THINK?” ARE … “WHAT DO YOU THINK?” Source: courtesy Dave Wheeler, posted at tompeters.com

229. MBWA 8: Change the World With EIGHT Words What do you think?* How can I help?** *Dave Wheeler: “What are the four most important words in the boss’ lexicon?” **Boss as CHRO/Chief Hurdle Removal Officer **********************************

230. MBWA 12: Change the World With TWELVE Words What do you think?* How can I help?** What have you learned?*** *Dave Wheeler: “What are the four most important words in the boss’ lexicon?” **Boss as CHRO/Chief Hurdle Removal Officer ********************************** ***What [new thing] have you learned [in the last 24 hours]? ********************* *

231. Acknowledgement.

232. “The deepest principal in human nature is the craving* to be appreciated.” —William James *“Craving,” not “wish” or “desire” or “longing”/Dale Carnegie, How to Win Friends and Influence People (“The BIG Secret of Dealing With People”)

233. “Employees who don't feel significant rarely make significant contributions.” —Mark Sanborn

234. ONE at a Time a Time

235. “If there is any one ‘secret’ to effectiveness, it is concentration. Effective executives do first things first … and they do one thing at a time.” —Peter Drucker

236. 1 Mouth, 2 Ears

237. “The doctor interrupts after …* after …* *Source: Jerome Groopman, How Doctors Think

238. 18 …

239. 18 … seconds!

240. [An obsession with] Listening is... the ultimate mark of Respect. of Respect. Listening is... the heart and soul of Engagement. Listening is... the heart and soul of Kindness. Listening is... the heart and soul of Thoughtfulness. Listening is... the basis for true Collaboration. Listening is... the basis for true Partnership. Listening is... a Team Sport. Listening is... a Developable Individual Skill.* (*Though women are far better at it than men.) are far better at it than men.) Listening is... the basis for Community. Listening is... the bedrock of Joint Ventures that work. Listening is... the bedrock of Joint Ventures that grow. Listening is... the core of effective Cross-functional Communication* (*Which is in turn Attribute #1 of Communication* (*Which is in turn Attribute #1 of organization effectiveness.) organization effectiveness.)[cont.]

241. *Listening is of the utmost … importance! *Listening is a proper … ! *Listening is … ! *Listening is a … ! *Listening is of the utmost … STRATEGIC importance! *Listening is a proper … CORE VALUE ! *Listening is … TRAINABLE ! *Listening is a … PROFESSION !

242. Suggested addition to your statement of Core Values: “We are Effective Listeners—we treat Listening EXCELLENCE as the Centerpiece of our Commitment to Respect and Engagement and Community and Growth.”

243. Responsiveness/Apology/ “I’m sorry!”

244. “I regard apologizing as the most magical, healing, restorative gesture human beings can make. It is the centerpiece of my work with executives who want to get better.” —Marshall Goldsmith, What Got You Here Won’t Get You There: How Successful People Become Even More Successful.

245. THE PROBLEM IS RARELY/NEVER THE PROBLEM. THE RESPONSE TO THE PROBLEM INVARIABLY ENDS UP BEING THE REAL PROBLEM THE PROBLEM IS RARELY/NEVER THE PROBLEM. THE RESPONSE TO THE PROBLEM INVARIABLY ENDS UP BEING THE REAL PROBLEM.* *PERCEPTION IS ALL THERE IS!

246. THERE ONCE WAS A TIME WHEN A THREE-MINUTE PHONE CALL WOULD HAVE AVOIDED SETTING OFF THE DOWNWARD SPIRAL THAT RESULTED IN A COMPLETE RUPTURE.* Relationships (of all varieties) : THERE ONCE WAS A TIME WHEN A THREE-MINUTE PHONE CALL WOULD HAVE AVOIDED SETTING OFF THE DOWNWARD SPIRAL THAT RESULTED IN A COMPLETE RUPTURE.* *divorce, loss of a BILLION $$$ aircraft sale, etc., etc.

247. XFX = #1

248. EXPLICITLY & VISIBLY & RELENTLESSLY MANAGE TO XFX STANDARD!

249. XFX = #1* *Cross-Functional eXcellence

250. NEVER WASTE A LUNCH! NEVER WASTE A LUNCH!

251. % XF lunches* * Measure! Monthly! Part of evaluation! [The PAs Club.]

252. XFX/Typical Social Accelerators XFX/Typical Social Accelerators 1. EVERYONE’s [more or less] JOB #1: Make friends in other functions! (Purposefully. Consistently. Measurably.) 2. “Do lunch” with people in other functions!! Frequently!! (Minimum 10% to 25% for everyone? Measured.) 3. Ask peers in other functions for references so you can become conversant in their world. (It’s one helluva sign of... GIVE-A-DAMN- ism.) 4. Religiously invite counterparts in other functions to your team meetings. Ask them to present “cool stuff” from “their world” to your group. (Useful. Mark of respect.) 5. PROACTIVELY SEEK EXAMPLES OF “TINY” ACTS OF “XFX” TO ACKNOWLEDGE— PRIVATELY AND PUBLICALLY. (Bosses: ONCE A DAY … make a short call or visit or send an email of “Thanks” for some sort of XFX gesture by your folks and some other function’s folks.) 6. Present counterparts in other functions awards for service to your group. Tiny awards at least weekly; and an “Annual All-Star Supporters [from other groups] Banquet” modeled after superstar salesperson banquets.

253. The ONE Secret !

254. If the regimental commander lost most of his 2nd lieutenants and 1st lieutenants and captains and majors, it would be a tragedy. If he lost his sergeants it would be a catastrophe. The Army and the Navy are fully aware that success on the battlefield is dependent to an extraordinary degree on its Sergeants and Chief Petty Officers. Does industry have the same awareness?

255. Is there ONE “secret” to productivity and employee satisfaction? YES! The Quality of your Full Cadre of … 1st-line Leaders.

256. “People leave managers not companies.” —Dave Wheeler

257. 2/year = Legacy.

258. 2/year = legacy.

259. Promotion Decisions “life and death decisions” Source: Peter Drucker, The Practice of Management

260. “A man should never be promoted to a managerial position if his vision focuses on people’s rather than on their.” —Peter Drucker, The Practice of Management “A man should never be promoted to a managerial position if his vision focuses on people’s weaknesses rather than on their strengths.” —Peter Drucker, The Practice of Management

261. Evaluation.

262. EVALUATING PEOPLE = #1 DIFFERENTIATOR Source: Jack Welch, now Jeff Immelt on GE’s top strategic skill ( !!!! )

263. Self- Evaluation.

264. “Being aware of yourself and how you affect everyone around you is what distinguishes a superior leader.” —Edie Seashore (Strategy + Business #45)

265. “How can a high-level leader like _____ be so out of touch with the truth about himself? It’s more common than you would imagine. The problem is an acute lack of feedback [especially on people issues].” —Daniel Goleman (et al.), The New Leaders “How can a high-level leader like _____ be so out of touch with the truth about himself? It’s more common than you would imagine. In fact, the higher up the ladder a leader climbs, the less accurate his self-assessment is likely to be. The problem is an acute lack of feedback [especially on people issues].” —Daniel Goleman (et al.), The New Leaders

266. "Everyone thinks of changing the world, but no one thinks of changing himself" - Leo Tolstoy

267. Hiring.

268. “ development can help great people be even better— but if I had a dollar to spend, I’d spend 70 cents getting the right person in the door.” — Paul Russell, Director, Leadership and Development, Google

269. “In short, hiring is the most important aspect of business and yet remains woefully misunderstood. ” “In short, hiring is the most important aspect of business and yet remains woefully misunderstood. ” Source: Wall Street Journal, 10.29.08, review of Who: The A Method for Hiring, review of Who: The A Method for Hiring, Geoff Smart and Randy Street

270. Reductionist (!!) Leadership Training

271. Are you a “professional” when it comes to HIRING people?

272. Are you a “professional” when it comes to EVALUATING people?

273. Reductionist Leadership Training Reductionist Leadership Training “Aggressive ‘professional’ listener.” Expert at questioning. (Questioning “professional.”) Meetings as leadership opportunity #1. Creating a “civil society.” Expert at “helping.” (Helping “professional.”) Expert at holding productive conversations. Fanatic about clear communications. Fanatic about training. Master of appreciation/acknowledgement. Effective at apology. Creating a culture of automatic helpfulness by all to all. Presentation excellence. Conscious master of body language. Master of hiring. (Hiring “professional”) Master of evaluating people. Time manager par excellence. Avid practitioner of MBWA/Managing By Wandering Around. Avid student of the process of influencing others per se. Student of decision-making and devastating impact of irrational aspects thereof. Brilliantly schooled student of negotiation. Creating a no-nonsense execution culture. Meticulous about employee development/100% of staff. Student of the power of “d”iversity (all flavors of difference). Aggressive in pursuing gender balance. Making team-building excellence everyone’s daily priority. Understanding value of matchless 1st-line management. Instilling “business sense” in one and all.

274. 14,000 20,000 30

275. 14,000/ e Bay 20,000/Amazon 30/Craigslist

276. Kevin Roberts’ Credo 1. Ready. Fire! Aim. 2. If it ain’t broke... Break it! 3. Hire crazies. 4. Ask dumb questions. 5. Pursue failure. 6. Lead, follow... or get out of the way! 7. Spread confusion. 8. Ditch your office. 9. Read odd stuff. AVOID MODERATION! Kevin Roberts’ Credo 1. Ready. Fire! Aim. 2. If it ain’t broke... Break it! 3. Hire crazies. 4. Ask dumb questions. 5. Pursue failure. 6. Lead, follow... or get out of the way! 7. Spread confusion. 8. Ditch your office. 9. Read odd stuff. 10. AVOID MODERATION!

277. 14,000 20,000 30

279. 14,000/ e Bay 20,000/Amazon 30/Craigslist

280. “There’s no use trying,’ said Alice. ‘One cannot believe impossible things.’ ‘I daresay you haven’t had much practice,’ said the Queen. ‘When I was your age, I always did it for half an hour a day. Why, sometimes I’ve believed as many as six impossible things before breakfast.’” “There’s no use trying,’ said Alice. ‘One cannot believe impossible things.’ ‘I daresay you haven’t had much practice,’ said the Queen. ‘When I was your age, I always did it for half an hour a day. Why, sometimes I’ve believed as many as six impossible things before breakfast.’” — Lewis Carroll

281. “We all agree your theory is crazy. The question, which divides us, is whether it is crazy enough.” —Niels Bohr, to Wolfgang Pauli

282. “We are crazy. We should do something when people say it is ‘crazy.’ If people say something is ‘good’, it means someone else is already doing it.” —Hajime Mitarai, Canon

283. Kevin Roberts’ Credo 1. Ready. Fire! Aim. 2. If it ain’t broke... Break it! 3. Hire crazies. 4. Ask dumb questions. 5. Pursue failure. 6. Lead, follow... or get out of the way! 7. Spread confusion. 8. Ditch your office. 9. Read odd stuff. AVOID MODERATION! Kevin Roberts’ Credo 1. Ready. Fire! Aim. 2. If it ain’t broke... Break it! 3. Hire crazies. 4. Ask dumb questions. 5. Pursue failure. 6. Lead, follow... or get out of the way! 7. Spread confusion. 8. Ditch your office. 9. Read odd stuff. 10. AVOID MODERATION!

284. HOT Language

285. “ INSANELY GREAT” STEVE JOBS “RADICALLY THRILLING” “ INSANELY GREAT” STEVE JOBS “RADICALLY THRILLING” BMW

286. “Insanely great” —Steve Jobs “Radically thrilling” —BMW “Astonish me!” —Sergei Diaghilev “Build something great!” —Hiroshi Yamauchi/CEO Nintendo, to a game designer “Make it immortal!” —David Ogilvy, to an ad copywriter Raise your sights! Blaze new trails! Compete with the immortals! —David Ogilvy, on Ogilvy & Mather’s corporate culture Wanted by Ogilvy & Mather International: Trumpeter Swans —David Ogilvy “ Every project starts with the same question: ‘How can we do what has never been done before?’” —Stuart Hornery, Lend Lease “Let us create such a building that future generations will take us for … lunatics.” —church hierarchs at Seville “We are crazy. We should do something when people say it is ‘crazy.’ When people say something is ‘good,’ it means someone else is already doing it.” —Hajime Mitarai, former CEO, Canon “You can’t behave in a calm, rational manner. You’ve got to be out on the … lunatic fringe.” —Jack Welch Kevin (“Lovemarks”) Roberts’ Credo 1. Ready. Fire! Aim. 2. If it ain’t broke... Break it! 3. Hire crazies. 4. Ask dumb questions. 5. Pursue failure. 6. Lead, follow... or get out of the way! 7. Spread confusion. 8. Ditch your office. 9. Read odd stuff. 10. Avoid moderation! Note: TWO Americans; EIGHT non-Americans (Scotsman, 2 Japanese, Aussie, Russian, German, Spaniard, Kiwi)

287. !

288. Innovation Index: How many of your “Top Five Projects” score eight or higher (out of 10) on a “Weird” /“Profound”/ “WOW”/“Game-changer” Scale? WOW-ification Index: Move every project (definition) that scores six or less two notches up on the or less two notches up on the “WOW-ification Scale” within the next two weeks. If your principal current project scores six or less, bring it up one (or two!) notches by noon on Monday.* (*This tweet was written on a Sunday.)

289. WINNERS’ Rules !

290. Michael Raynor and Mumtaz Ahmed’: THE THREE RULES: How Exceptional Companies Think*: 1. Better before cheaper. 2. Revenue before cost. 3. There are no other rules. (*From a database of over 25,000 companies from hundreds of industries covering 45 years, they uncovered 344 companies that qualified as statistically “exceptional.”) Jeff Colvin, Fortune: “The Economy Is Scary … But Smart Companies Can Dominate”: They manage for value—not for EPS. They keep developing human capital. They get radically customer-centric.