"VIKTOR FRANKL, the author of Man’s Search for Meaning, said that to achieve success, we have to stop aiming for it. “The more you aim at it and make it a target, the more you are going to miss it.” We must be doing something else with passion and a true heart, and only then will the thing that we call success present itself."
"Mattis reads Roman writers like Marcus Aurelius, but he is no stoic. Decade after decade he is touring some front or another, starting a million affectionate conversations. “How’s it going?” “Living the dream, sir,” is how those conversations begin. He trusts his Marines enough to delegate authority down. He clearly expresses a commander’s intent in any situation and gives them latitude to adapt to circumstances. [Moi ici: Recordar a importância da "commander's intent" (aqui, aqui e aqui)]Trechos retirados de "The Man Trump Wishes He Were"
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Love is a motivational state. It propels you. You want to make promises to the person or organization you love. Character is forged in the keeping of those promises. If, on the other hand, you are unable to love and be loved, you’re never going to be in a position to make commitments or live up to them. You’re never going to forge yourself into a person who can be relied upon.
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Much of the work is intellectual. He thought the second Iraq war was a crazy idea, but when he was ordered to command part of it, he started reading Xenophon and ancient books about warfare in Mesopotamia.
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“If you haven’t read hundreds of books, you are functionally illiterate, and you will be incompetent, because your personal experiences alone aren’t broad enough to sustain you,” Mattis and West write."[Moi ici: Daqui - "Aprendemos com o que reflectimos, com o que vemos/lemos e com o que experimentamos.]
"The Mendel executive makes a conscious selection among alternative possibilities and does not merely rely on the result of a Darwinian process of contested market selection. [Moi ici: Afirmação um bocado forte. Que dizer das estratégias emergentes?] There then arises the question of when to engage in this selection and what criteria to use for the “culling.” This issue of timing and criteria are clearly related. To the extent that selection is more ex post, then measures of financial outcomes in the market place can be more useful in evaluating the merit of alternative strategies. By contrast, as the timing of evaluation becomes closer to the onset of the initiative, then interim metrics, such as test markets and milestones, become more relevant, and in the limit, an ex ante evaluation must rely on beliefs of possible merit. ... One can speculate about a business strategy, but feedback about its value can ultimately only be evaluated in situ. However, it is important to recognize that such feedback is, in general, ambiguous. Thus, persistence, faith, and psychological commitment are critical elements in terms of how an actor will respond to such ambiguous feedback. [Moi ici: E não esquecer quer o comportamento dos amadores a jogar bilhar, quer a obliquidade. Os amadores ficam-se pelo primeiro nível de pensamento, a obliquidade faz-nos perceber que alguns objectivos nãopodemdevem ser atingidos como objectivos, mas como consequências] Just as a vector in physics is characterized by both momentum and direction, so too does a strategist’s vision have both elements of psychological commitment and a point of view regarding directionality.
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strategic efforts to influence the bases of selection of the external environment, what Teece (2007) terms “shaping” strategies and what Gavetti et al. (2017) develop further as a process of “niche construction.” Firms strive to influence standard bodies, create ecosystems, and legitimate new organizational forms. Such efforts go well beyond the basic marketing function of attempting to influence consumers’ perceptions and preferences to influencing the very economic forces in which the firm operates. [Moi ici: Aquilo que a ISO 9001:2015 inclui na cláusula 4.2. Mais do que o cliente, as partes interessadas] Thus, while the idea of an “artificial” selection environment has been put forth to characterize the potential loose coupling between the bases of selection within the enterprise, in contrast to the immediate selection pressure of the firm’s competitive environment, the notion of niche construction invites an element of a “design” consideration with regard to the external environment. Emergence need not imply a lack of foresight and intentionality. Effective strategic leaders are very mindful of potentially attractive adjacent market spaces into which they could move.
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The Mendel executive is mindful. She is engaged in one course of action but cognizant of other possibilities. She is alert to indicators of both failure and success. The Mendel executive has both the boldness and imagination to design novelty but, at the same time, the humility to understand the inherent limitations of any effort of design and the nearly universal need for refinements and modifications of a given trajectory. [Moi ici: Fundamental esta coragem casada com a humildade. Faz-me recuar a Fevereiro de 2007 e a um mapa: “The generic process involved is that meaning is produced because the leader treats a vague map or plan as if it had some meaning, even though he knows full well that the real meaning will come only when people respond to the map and do something. The secret of leading with a bad map is to create a self-fulfilling prophecy. Having predicted that the group will find its way out, the leader creates the combination of optimism and action that allows people to turn their confusion into meaning and find their way home.”] The Mendel executive is aware of multiple possible “worlds” in which strategic actions can be enacted. There are the current markets and customers, but there are other markets and customers who might be reached by changes to a product, mode of distribution, or shifts in means of value capture. Boldness, imagination, and humility are not generally observed as co-occurring traits; but, when jointly present, they offer the possibility of identifying valuable and novel strategic initiatives."
"The experience led him to reflect on the “curse of efficiency”. Organisations focus so much on efficiency that they fail to be effective. [Moi ici: Isto até arrepia de tão em linha com a comparação que costumamos fazer aqui entre eficácia e eficiência Eficácia, eficiência, e produtividade e Apostar no numerador, no valor e não no lápis vermelho (parte II)] Instead of concentrating on their core goal, they pay attention to narrower measures like cutting costs, or reducing the inconvenience suffered by their staff. Examples of the problem can be found in many places."Mas a lista é longa, por exemplo:
"Because there are outcomes that occur all along the path to results, the outcomes are worth noticing and appreciating. Each outcome that results in progress are worth planning and executing well because they are important—and often critical—to producing results. When you pay attention to the outcomes that produce results, you increase the likelihood of producing those results."Como não recordar a obliquidade.
"While there’s no doubt that a flexible approach encouraged more people to adopt the goal, that same flexibility actually hindered the goal’s completion. But why?
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The answer, it seems, has to do with the limits of people’s decision-making ability. According to a variety of sources, we are required to make as many as 35,000 decisions a day. So in the context of an already information-overloaded, decision-fatigued workforce, one thing people will likely appreciate is the need to make fewer, not more, decisions. And that’s exactly what a rigid approach to goal pursuit offers. By setting a predetermined sequence for the achievement of a goal, the number of unnecessary “decision points” that arise when people pursue a plan is reduced or perhaps eliminated completely. As a result, a goal both becomes more likely to be achieved and potentially feels easier in the process." [Moi ici: Não se fiquem por este trecho só ou levam uma parte incompleta, truncada da reflexão. O trecho é só sobre o porque nascem os hábitos, para reduzir a quantidade de decisões conscientes que temos de fazer]
"Business leaders and their p.r. advisers are holding a festival of spin on the subject of jobs,Como não recordar Viktor Frankl: as pessoas mais felizes são as que não elegem a felicidade como um objectivo. A felicidade decorre naturalmente como consequência de um outro propósito.
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There’s no harm in any of this, except in one way: Repetition of the theme could lead to a widely accepted view that the economy’s purpose is to create jobs. It isn’t. That sounds heartless, but jobs are a byproduct of economic growth, not the end product, and remembering that reality is, ironically, crucial to more people having better jobs.
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Let’s hope that, in proclaiming their growing U.S. employment, they can avoid suggesting it’s the reason for their existence. The paradoxical reality is that they’ll create more and better jobs by not focusing on creating jobs."
"When he was a high school student, one of his science teachers declared to the class, "Life is nothing more than a combustion process, a process of oxidation." Frankl jumped out of his chair and responded, "Sir, if this is so, then what can be the meaning of life?"Válido para pessoas e para empresas. Qual é a sua missão? Qual é a sua razão de ser?
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As he saw in the camps, those who found meaning even in the most horrendous circumstances were far more resilient to suffering than those who did not. "Everything can be taken from a man but one thing," Frankl wrote in Man's Search for Meaning, "the last of the human freedoms — to choose one's attitude in any given set of circumstances, to choose one's own way."
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Now, over twenty years later, the book's ethos — its emphasis on meaning, the value of suffering, and responsibility to something greater than the self — seems to be at odds with our culture, which is more interested in the pursuit of individual happiness than in the search for meaning. ... But happiness cannot be pursued; it must ensue. One must have a reason to 'be happy.'"[Moi ici: Outra vez o tema da obliquidade. Outra vez o confundir objectivo com consequência]
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On the other hand, according to the Center for Disease Control , about 4 out of 10 Americans have not discovered a satisfying life purpose. Forty percent either do not think their lives have a clear sense of purpose or are neutral about whether their lives have purpose. Nearly a quarter of Americans feel neutral or do not have a strong sense of what makes their lives meaningful.
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Research has shown that having purpose and meaning in life increases overall well-being and life satisfaction, improves mental and physical health, enhances resiliency, enhances self-esteem, and decreases the chances of depression. On top of that, the single-minded pursuit of happiness is ironically leaving people less happy, according to recent research . "It is the very pursuit of happiness," Frankl knew, "that thwarts happiness."
"“Owners” who are changing all the time, and many of the stock analysts who do their bidding, couldn’t care less about engaging employees, about pride and respect in work, about serving customers, about quality in products and services. All they care about is MORE: squeezing out more revenues, more savings, more profits. Manage the enterprise the way you make orange juice.Uma PME pode fazer milagres se vir que ganhar dinheiro é uma consequência e não um objectivo directo, se tiver paciência estratégica, se tiver ao leme quem tenha paixão, se apostar na interacção e na co-criação.
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But what happens when there is no more to be squeezed out of a place that has been run really well? The answer is easy: provide less to make more. Rip the customers off with add-on fees. Pressure the staff to cut corners. Or “downsize” them altogether so that there is no-one to replenish the toilet paper. And don’t forget to pay the CEO outrageous bonuses to drive all this."
"Like most goals, especially those that come before strategy, ours was an arbitrary one, and it diverted our attention from some fundamental choices.Trechos retirados de "The Strategy Lessons of a Long Hike"
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having goals come ahead of strategy is putting the cart before the horse. When this happens, companies often fall into trouble.
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Beware leaders who tell you their company will be the best this or the largest that before they tell you their strategy for winning. When big, hairy audacious goals drive strategy, they can waste time and money. [Moi ici: Como não recordar os políticos que começam por dizer que o objectivo é aumentar o emprego] The goals companies adopt don’t have to prevent them from coming up with great strategies. But they often do, because the brightness of big goals has a way of blinding their owners to the realities of great strategy.
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Another lesson is that maintaining sharp thinking about your value proposition is easier said than done.
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Great strategies require an objective, self-aware, and up-to-date sense of the capabilities that give you the right to win. Most of us are smart enough to recognize when our capabilities have lost their edge. But it’s all too easy for our emotions to get in the way. Companies are often forced into this realization after making a costly mistake.
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The fundamentals of strategy seem so obvious: Pick, choose, or design a winning value proposition for the right target market that requires the distinctive capabilities you really have — rather than those you used to have or wish you had."
"Gray areas are situations with high uncertainty and serious human stakes. In these situations, you have to look hard at the economics, but you can’t stop there. You have to approach these problems as a manager and do the best analysis you can, including hard-headed financial analysis. In the end, however, you have to rely on your judgment and resolve these problems as a human being. In these cases, running the numbers and grasping what they tell you is important, but it isn’t enough. With gray area problems, you have to look hard at the economics and look past the economics.
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it is important, when you face a great area decision, to look beyond the economics of the situation.
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this important obligation — to earn strong returns — doesn’t override or replace your fundamental duties as a human being. And managers have to be careful that they don’t use their economic obligations as excuses for putting their good judgment aside, narrowing their focus, and ignoring their basic human duties."
"companies bought into the false premise that they exist to maximize shareholder value — which said “keep the stock price high.” As a consequence, corporations used metrics like return on net assets (RONA), return on capital deployed, and internal rate of return (IRR) to measure efficiency. These metrics make it difficult for a company that wants to invest in long-term innovation. It’s a lot easier to get these numbers to look great by outsourcing everything, getting assets off the balance sheet and only investing in things that pay off fast. To do that, companies jettisoned internal R&D labs, outsourced manufacturing and cut long-term investment. These resulting business models made them look incredibly profitable."Trecho retirado de "Intel Disrupted: Why large companies find it difficult to innovate, and what they can do about it".
"I do know that there are two kinds of companies: those that believe in Customer Service and those that believe in serving customers (sc)As empresas não existem para satisfazer os accionistas. As empresas, porque satisfazem os clientes, satisfazem os accionistas. Nesta apresentação também mostrei esta mensagem:
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Serving customers is not some sort of technique, not a program. It’s a way of life, a philosophy of doing business. Treating customers well because that makes you more $$$ is not sc; it’s CS. In contrast, sc is making more money because you treat your customers well. There’s a difference, namely what comes first in your head. Sure you charge properly for what you give, knowing that if your customers are satisfied, they will come back."
"Economists missed the fact that matchmakers, just like any other businesses, can differentiate themselves."Voltando ao texto inicial:
"Platform companies like Uber don't actually own many things -- they own people's captive attention and loyalty, getting a $50 billion valuation purely on the beliefs of people. That can change, she argues. Taking back platforms is actually easier than change in other areas -- rather than contest over resources, we just have to clone the heart of these platforms and use them instead."Estes activistas têm um lado positivo no avanço do conceito de plataforma cooperativa. No entanto, têm este lado negativo:
"Platform cooperatives may have their own problems and aren't a silver bullet for society. But they are a vehicle for like-minded people to organize and fight for basic democratic rights for workers."Não, as plataformas cooperativas não são um veículo para "fight for basic democratic rights for workers", dessa forma não teriam sucesso. A beleza das plataformas é o efeito de rede. As plataformas cooperativas só terão sucesso se forem um veículo para servir melhor os seus clientes-alvo e, acredito que o podem ser. Como consequência, e só como consequência, conseguir-se-à "basic democratic rights for workers"... que nessa altura já não serão trabalhadores como empresários cooperantes.
"Creating value from intangible assets follows four principles
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(1) Value creation is indirect - improvements in intangible assets affect financial outcomes through chains of cause-and-effect relationships.
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(2) Value is contextual - the value of an intangible asset depends on its alignment with the strategy. For example, training employees in TQM and six sigma techniques has greater value for organizations following a low total cost strategy than for one following a product leadership and innovation strategy.
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(3) Value is potential - intangible assets, like employees trained in statistical quality control and root cause analysis, have potential value but not market value. Internal processes such as design, production, delivery, and customer service are required to transform the potential value of intangible assets into tangible value. If the internal processes are not directed at the customer value proposition or financial improvements, then the potential value of employee capabilities, and intangible assets in general, will not be realized.
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(4) Assets are bundled - the value from intangible assets arises when they are combined effectively with other assets, both tangible and intangible. ... Maximum value is created when all the organization's intangible assets are aligned with each other, with the organization's tangible assets, and with the strategy."
"to adopt the view of not what resources are, but rather what they become. [Moi ici: O mesmo que escrever "Value is potential"] This is the essential nature of resources, and so we define them as anything, tangible or intangible, internal or external, operand or operant, that the actor can draw on for increased viability."Relacionar "Value is contextual" com:
""Quem mais aumentasse a massa salarial, por via do salário em si ou pela criação de emprego, seria premiado fiscalmente em sede de IRC. Tratar-se-ia de majorar o crescimento da massa salarial para efeito de IRC", afirmou."Por que é que uma empresa aumenta a massa salarial?
"Portugal deve procurar manter a sua mão-de-obra o mais barata possível, de forma a manter-se competitivo no seio da zona euro, defendeu hoje o economista Daniel Bessa."Que dizer desta volubilidade?
"the stagnation that can result from dogged pursuit of a prescribed goal."[Moi ici: Há muito disto actualmente! Muitas empresas prisioneiras do modelo dos encalhados da tríade que funcionavam no Normalistão]Fala-se da necessária ambidextridade das empresas: apostar na exploration e na exploitation em simultâneo. Este artigo, "How Overfocusing on Goals Can Hold Us Back", julgo que trata do perigo de um sector que deve apostar sobretudo na exploration, o da inovação, deixar-se iludir pelo eficientismo e previsibilidade do quotidiano da rotina da exploitation. Recordar a 3M e a caneta:
"In today’s data-driven world, organizations seem to be more focused than ever on metrics that track progress toward such goals; we all want to know whether and how quickly we are moving toward desired results.Julgo que o artigo devia salientar mais a vertente da exploitation vs exploration. Se um sector é exploitation puro, é perigoso deixar de ser focado em objectivos. Se um sector é exploration puro, é importante dar azo à obliquidade.
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But Stanley’s work indicates that our objective obsession might be doing more harm than good, causing people, teams, and firms to stagnate over time. And this view is bolstered by statistics on and stories surrounding invention. Reports indicate that half are the result of not direct research but serendipity — that is, people being open to interesting and unexpected results."
"Seria bom que a frase acima fosse uma afirmação e não uma interrogação."Lamento, mas discordo.
"a noção de que as empresas, no seguimento do caminho que têm vindo a percorrer, em particular nos últimos anos, não podem apenas servir os interesses dos accionistas, acrescentando ao seu portefólio de "obrigações", a necessidade de servir a sociedade, em particular, e de mitigar os grandes desafios globais, no geral.[Moi ici: Até Jack Welch chamou a essa ideia das empresas existirem para servir os interesses dos accionistas de "The dumbest idea in the world"]O artigo que se segue "Tesco’s fall tells a wider story about our failing
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Esta alteração de missão ou propósito implica transformações profundas ao nível de todas as operações que integram a empresa: não só na forma como agem os seus líderes – agora com responsabilidades acrescidas que vão além de assegurar boas condições de trabalho aos seus empregados e de ir ao encontro das necessidades dos seus clientes – mas também nos critérios das decisões que têm de tomar, que já não respeitam simplesmente as estratégias de gerar mais lucro e retorno para os seus accionistas," [Moi ici: As estratégias têm de ser viradas para melhor servir os clientes. Quanto melhor se servir os clientes, como consequência, mais lucro virá! Sim, mais lucro. Ou somos como a Antral e achamos que o lucro é uma coisa porca? Sem lucro não há surplus para investir, aumentar salários, pagar impostos, contribuir para a sociedade. Certo que estratégias sem obliquidade, estratégias directas para maximizar o retorno para os accionistas acabam por ser tiros que saem pela culatra. Mesmo sem regulação os clientes resolvem, desde que sejam livre de escolher alternativas]
"It is the sixth biggest corporate loss in British history and the largest ever in British retailing, just the latest in a lengthening list of disasters.O exemplo do artigo do Guardian é, de certo forma, um exemplo da "eficácia" do capitalismo. Quem derruba a poderosa Tesco? Os clientes anónimos!!!
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For the past decade, Tesco, like almost every other British plc, has been organised as a profit machine, a company whose focus transmuted from serving customers and building a company to serving shareholders and driving up directors’ pay.
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[Moi ici: Pressionada pela entrada no Reino Unido das cadeias Aldi e Lidl, a Tesco respondeu apertando ainda mais os seus fornecdores, sem perceber o quanto o mundo tinha mudado... como por cá, os Modelos, Pingos Doces, Intermarchés, Dias e Lidls, há muito que bloquearam o crescimento dos hipermercados]
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The justification of capitalism is not that it enriches the top 0.1% and the wealth trickles down. Its justification is that a plurality of companies experiment in solving human problems and so create worthwhile value, which capitalism can do better than any other system. Tesco went wrong because of a very particular British [Moi ici: Só britânico?] ownership and financial architecture that places no value on this social, human mission but sees its duty as only to maximise the share price for a floating body of shareholders. And now Tesco is trying to reinvent itself in the same hostile system."
Mas alguém está contra o crescimento? RT @tvi24pt: Silva Lopes foi «defensor do crescimento económico de Portugal»
— Carlos P da Cruz (@ccz1) April 3, 2015
Como não recordar aqueles políticos que dizem que a estratégia é "Reduzir o desemprego!""The very essence of strategy is explicit, purposeful choice. Strategy is saying explicitly, proactively: "We're going to do these things and not those things for these reasons."A minha velha guerra sobre o que são objectivos e o que são consequências... o poder da obliquidade... até Aristóteles dizia que não era feliz aquele que vivia procurando a felicidade.
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The problem with a lot of strategies is that they are full of non-choices. Probably most of us have read more than a few so-called strategies that say something like, "Our strategy is to be customer centric." But is that really a choice?
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You only know that you've made a real strategic choice if you can say the opposite of what that choice is, and it's not stupid. So, think about 'customer centric.' The opposite would be what? We ignore our customers? How does that work? Can you point out many companies that succeed and make lots of money ignoring their customers? Well, then being customer centric is not a strategic choice.
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What happens too often is that cyclical planning overtakes strategy development.
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This is because setting strategy is an art form, but it comes with a lot of bureaucratic baggage, and often the baggage gets ahead of making the purposeful choices.
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I would argue that 90 percent of the strategic plans I've seen in my life are really more accurately described as budgets with prose. Lots of prose at the front end of a budget. In some sense, that's a better budget than simply a budget that has only numbers. But it's still a budget; it isn't a strategy."
