Coisas que dificultam a subida na escala de valor

Ontem em "The Real Secret to Retaining Talent" sublinhei:

"Over the past several decades managers have had to adapt to a stark reality: Individuals with unique talent can profoundly affect the value—and even the nature—of the work their organizations produce. A film studio can make a movie with or without Julia Roberts, but it won’t be the same movie. The Green Bay Packers can play football without quarterback Aaron Rodgers—but they will have to run a different offense. If a pharmaceutical company loses its star scientist, it will have to change its research program. If a hedge fund loses its investment guru, it will need to alter its approach to investing."

No dia anterior em "The Handbook of Competency Mapping" tinha sublinhado:

"the management of a boat-building firm specializing in high-quality craftsmanship decided to expand into mass production of low-cost speedboats. It proved impossible to adapt worker attitudes away from their historical commitment to quality and craftsmanship. Management was obliged to relocate the speedboat production and recruit a separate workforce. The new venture failed because the history and culture of the organization did not match with the new task. Thus a distinctive competence in one area-quality craftsmanship-may amount to a distinctive incompetence in another sector which adequately has low-cost production. Strategy formulation and opportunity surveillance are useless exercises unless the company has the internal abilities to execute its decision, or at least possesses the chance of developing the required capabilities. Competence, both generic and specific, plays an important role in the success of an organization."

São estas coisas que dificultam a transição entre modelos de negócio. São estas coisas que dificultam a subida na escala de valor.

O que nos trouxe até aqui, dificilmente será o que nos pode levar mais acima.