"We found that populations under strong selection ... subsequently evolved ... most rapidly ... Compared to populations under weak or no selection, they reached higher green fluorescence during each generation of phase II and evolved a green emission peak more rapidly. Strong selection promoted both the elimination of deleterious mutations and the accumulation of foldability-improving mutations. As a result, proteins under strong selection evolved higher efficiency of protein folding (foldability) and, to an even greater extent, higher robustness to mutations than proteins under weak or no selection."
Vivemos, viveremos, pois tempos de evolução acelerada...
Talvez por isso nos últimos dias tenho encontrado vários artigos sobre a transformação das empresas. Por exemplo, "Why Business Transformation Efforts Often Fail".
No Twitter ainda uso como avatar a mesma imagem desde 2004:
"Not Establishing a Great Enough Sense of Urgency“Bad business results are both a blessing and a curse in the first phase. On the positive side, losing money does catch people’s attention. But it also gives less maneuvering room. With good business results, the opposite is true: convincing people of the need for change is much harder, but you have more resources to help make changes.”...Strong leadership is required to rally a company into action. “A paralyzed senior management often comes from having too many managers and not enough leaders,” said Kotter. “Management’s mandate is to minimize risk and to keep the current system operating. Change, by definition, requires creating a new system, which in turn always demands leadership. Phase one in a renewal process typically goes nowhere until enough real leaders are promoted or hired into senior-level jobs.”"
"Lacking a Vision
“In every successful transformation effort that I have seen, the guiding coalition develops a picture of the future that is relatively easy to communicate and appeals to customers, stockholders, and employees,” noted Kotter.
[Moi ici: Lembrei-me logo da TAP ao ler o trecho que se segue] Undercommunicating the Vision by a Factor of Ten
“Transformation is impossible unless hundreds or thousands of people are willing to help, often to the point of making short-term sacrifices, wrote Kotter. “Employees will not make sacrifices, even if they are unhappy with the status quo unless they believe that useful change is possible. Without credible communication, and a lot of it, the hearts and minds of the troops are never captured.”
Transformative changes are generally based on new, innovative ideas that few may understand in their early stages. It’s thus important to explain what’s unique and different about the new innovation to key constituencies, including clients, partners, analysts, reporters, and, most important, the company’s own employees. Effective communications are thus essential."