Unique-corn A reminder to everyone that hopes to have the next unique-corn in Australia Engineering: Breakthrough technology rather than incremental improvements?Timing: Is it the right time to start?Monopoly: Big Share of a small market?People: Do we have the right team?Distribution: A way to not only create but deliver our product?Durability: Market position defensible 10 to... Continue Reading →
Decision-making Assembly Line
Every organization is a decision-making assembly line, in our opinion. And, as with any assembly line some run more smoothly than others. Toyota became the world’s most valuable car maker by installing a stop-the-line cord that allowed every worker on the assembly line, to stop it when one deemed an issue was effecting the quality... Continue Reading →
Empowering Self-confident Decision-making in Startup Teams
We all know that Overconfident team members can take us places but they can also get us into trouble eventually. Think domineering CEO with head in the clouds. We also know that Under-confident team members can get us nowhere, never making a decision or take a risk. Think dutiful worker putting up with domineering CEO.... Continue Reading →
Latest Objective Book Cover
This is my latest book cover, influenced by Daniel Kahneman, and his latest book, Noise.From an interview I heard today, he seems to be saying, how we can overcome overconfidence in organizational decision-making. My take is that confidence is the goal but overconfidence or underconfidence is not. Now, rather than using the old cliché and... Continue Reading →
“Agree to Disagree”, Supplemental
Type into Google "Let's agree to disagree" in quotes and it will return some 121,000 results. "Agree to disagree" or "agreeing to disagree" is a phrase in English referring to the resolution of a conflict whereby all parties tolerate but do not accept the opposing position. It generally occurs when all sides recognize that further... Continue Reading →
Eliminating Badmouthing Gossip
Q. How do we eliminate badmouthing gossip in organizations?A. Expose any unresolved dispute to the whole organization.Obviously there must be some sort of dispute between the initiator of gossip and the person that they are badmouthing. But imagine if their gossip was open for everyone to read including the subject of the gossip. Hmm that... Continue Reading →
Q: Why Startups Need a Culture? A: It’s the Referee, Stupid!
ME:Question for you Ravi: What do you think the "culture" or "principles" of a startup are actually for? What is the fundamental purpose of them that make the experts say they are so important? RAVI:The culture is the root cause of the growth mindset. It directly drives and is a derivative of the colossal energy... Continue Reading →
Integrity is Not Blind
I prefer all leaders and followers, for that matter, to qualify their thoughts as opinions rather than dress them up as facts. For example, I used “I prefer” but I could have said what “I think” or “in my opinion”, etc etc. This would open us all up to be more easily challenged, I believe,... Continue Reading →
Social Just Culture
We Believe Every Organisation Should have a Social Just Culture Such as Object123 Psychological Safety:The Psychological Safety movement has been getting some legs over the last 5 years since a few articles came out as a result of Google's research into what makes a successful team at Google. "Psychological safety is being able to show... Continue Reading →
One Simple Way to Remove Psychological Unsafety in the Workplace!
Type "psychological safety" into Google and you will see a bunch of articles on "so many ways to add or create psychological safety in the workplace". Since the New York Times article in 2016 about Google's research into "What Google Learned From Its Quest to Build the Perfect Team" the buzz phrase has been psychological... Continue Reading →
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