Today, I had a matrix-like experience using ChatGPT. I was asked by a freelance journalist on LinkedIn if I had any comments to share about an article she was writing about culture and structure. In light of ChatGPT’s recent beta
I’m writing this short article for any manager who is looking to make a new hire or is considering someone for a promotion. There are four criteria you should be basing every new hire or promotion opportunity on. Time and
No structure is perfect. No new hire is perfect. There are always trade offs. Be more conscious of those trade-offs upfront so that you can make the best decisions possible and stack your new structure with the right talent. Learn
Structure is how your business is organized. If you want to get your business to do something new, then at key points in its development, you’ll need to look at and change its structure. Buy the book Designed to Scale.
Yahoo is in the news this week because the board just hired Marissa Mayer away from Google to be its new CEO. Mayer, who by all reports is highly intelligent and creative, excels as a product visionary. Yet not surprisingly,
By Isaac Asimov This is by far my favorite story of all those I have written. After all, I undertook to tell several trillion years of human history in the space of a short story and I leave it to
Design controls behavior. If you want new business behaviors, change the the organizational structure The 6 Rules of Structure provide visibility into key underlying polarities at work within every business. A key idea is to not treat polarities as problems
What’s more important… following the “Four Steps” or experiencing the genuine epiphany? It’s the epiphany, right? Right! I bring this up because I continue to run across product development teams that are so enamored with following a sound lean startup
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