Toes Turn A Little Black Cast

THE triumph of mediocrity

side effects of the current crisis is revealing the best of people and unfortunately also the worst. If until recently as only a few months, said the talent and innovation were a priority in the business office with slogans papering ad hoc , at the present time in which things are getting harder every day is surfacing other behaviors: innovation in many teams has been parked by the fear of failure, the mere possibility of challenging the boss puts us hairs like hooks and of course, any attempt to highlight is conveniently hidden.


Why are not competitive?, many times I've asked and I think it should on the one hand our aversion to change and the other to that too many organizations are run by people who are afraid of talent despite what their corporate departments to endeavor to say the opposite in the forums or in sites . Gary Hamel in his book "The Future of Management" ( highly recommended, incidentally) explains how highly successful companies as Google , Whole Foods (organic supermarket) or Gore & Associates (the makers of Gore-Tex) are leaders in their respective markets because implanted revolutionary politics. The remuneration of the teams in Whole Foods is based on the results compared with the rest of the supermarket chain. This requires that when a new staff team selects criteria to do so with "Deportivo Transfers" choosing talented people. In Gore & Associates general director was appointed by popular vote. And Google is capable of innovation policy rethink management of an organization as a whole.


Of course, not all organizations are alike, nor the managers who manage them. Some companies extraordinary and exemplary leadership, but there is a dark reality, which we do not always like to talk, to which many people and show the opposite what they preach some CEOs or presidents. There are companies which only seeks to maintain the status quo, laugh thank the boss and avoid any negative opinion. And unfortunately, in a time of crisis like the present, we are missing a golden opportunity to change outdated systems based on power (without added value) and / or fear (without a shred of talent). Transparency (defined as knowing who contributes what) is one of the best recipes, which implies the courage of the manager who takes him out. And if it does not you can follow any bright people, they may even dismiss (know as many sad examples of them and even in my personal experience CEOs who "fear" question a director of area "For The Angry" Although this aware of the poor results generated proceeds of their decisions ... ... ... ..), today "The Friends Club "is even more prevalent in organizations y. ....... will triumph of mediocrity that makes us so much harm, both business and social level.



"Study the sentences that seem true and put them in Doubt."


David Riesman