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Good to Great

Good to Great, Jim Collins
又是一本好書

公司無啦啦話要整一個learning library, 不過我已經相信”學習”並不是買幾本書放係度, 起間所謂”learning room” 就攪得掂既initiative , 不過既然想買書比個”learning library” 又要問我想買乜, 就梗係推荐d自己想睇既. amazon 了一下, 找到這本Good to Great (有同事竟然想買d 求職書籍…

Good to Great (GTG) 研究的對象是美國的上市公司的表現, 而且是15年以上. 就算是同一行業, 有的業績超群,有的平平無奇, GTG 研究的就是當中的分別在那裡.

睇完本書, 我發覺其實可以解釋到Prof. Lee 曾經問過我地既問題, O’Donovan 響HSBC既change program既下場. 就change program 而言, 應該係一個成功既例子, 不過program 最後,in long run, dissolve左

點解呢?

culture change 並不是”create” 出來的. 而是來自leader 既discipline.

有disciplined 既people,就有disciplined thought最後就有disciplined action. 道理簡單到一個噁心的地步

-How to we get the boat turned?

-How do we get people committed to the new vision?

-How do we motivate people to line up?

普通不過的問題,對不對

=============GTG  p176==================

Consider Kroger. How do you get a company of over 50,000 people – cashiers, baggers, shelf stockers, produce washers, and so forth – to embrace a radical new strategy that will eventually change virtually every aspect of how the company builds and runs grocery stores? The answer is that you don’t. Not in one big event or program, anyway.

Jim Herring, the Level 5 leader who initiated the transformation of Kroger, told us that he avoided any attempts at hoopla and motivation. Instead, he and his team began turning the flywheel, creating tangible evidence that their plans made sense… we tried to bring our plan to successful conclusion step by step, so that the mass of people would gain confidence from the successes, not just the words.

====================================

最後, 所有令機構偉大(great) 的道理其實都可以引申到個人層面, 謙遜,毅力(will),自律, 合適的伙伴, 面對殘酷現實(brutal facts)而有不放棄的精神, 認清自己的能力, 專長, 熱情同時顧及經濟收入的工作

講來簡單就是

有興趣可以下次gathering講下,打字始終太慢

Posted in fifth discipline, KM.


4 Responses

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  1. TS says

    Good sharing Anthony. Thanks.

  2. Daniel says

    I read that book also Anthony. Like Prof Lee’s teaching, that HSBC guy needs “UNLEARNING” of Management Consultant thinking. Through the ISE5600, I am practiciing complexity theory and those Archetype in managing my 120 staff. Some know that they need to change or leave through many small knowledge-cafe-typed discussion. To make it simple, that is more a layman approach…Daniel

  3. Anthony says

    Thanks, Daniel, the only one point I am not sure in GTG is “First Who… Then What” and seem you are actually practising this discipline, any story you may share with us?

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    They hear directly from the market about pain points and needs, and they often have the relationships necessary to get buy twitter followers your message through when an impersonal public post or email would get lost in a sea of online activity best sleeper sofa



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