Training is not important, learning is.
Learning is not important, doing the right thing is.
Doing the right thing is not important, having measured results is.
Having measured results is not important, having a positive ROI is.
Having a positive ROI is not important, meeting the needs of the budget holder is.
Meeting the needs of the budget holder is not important, increasing your next quarters’ funding is.
Increasing next quarters’ funding is not important, having revenue next quarter is.
Having revenue next quarter is not important, having profit next quarter is.
Having profit next quarter is not important, having the right people is.
Having the right people is not important, having the right experiences are.
Having the right experience are not important, having the right training is.
Clark Aldrich
Friday, April 8
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2 comments:
Clark - What a provocative post. I'm not sure if I should praise your Dilbert-like insightfulness or bemoan the hopelessness of an infinite loop of new management fad after new management fad.
Perhaps, a light fights through the cynical fog, your eloquence points to the fact that a successful organization is not a group of homogeneous peers, but a collection of diverse individuals working together but focused on different sub-task of the greater objective.
Or is that just another pair to add to your poem?
The fact of the matter is that organizations refuse to accept the ideas od skeptics and cynics. Everyone must "embrace" and be "passionate" abou the latest fad. Bunk! In his book "160 Degrees of Deviation: The Case for the Corporate Cynic" Jerome Alexander makes a great case for the value of skeptics an cynics. Perhaps that is ehy he is so disliked by corporate types and management toadies.
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