Category: Business, Organization, and Management

  • BUDGET. SIGH. Ok. Now that we have the scope done, and the plumbing done. I have

    BUDGET. SIGH.

    Ok. Now that we have the scope done, and the plumbing done. I have to do a budget. Which means a project plan, estimates and comprises. No

    one likes compromises.

    The team is quite good. Exceptional. But it will be work keeping their confidence. The scope of work is not something they are comfortable with.

    They want to simplify things for themselves not the user. And they seem afraid of some of the complex features because multi site solutions are unfamiliar to them.

    So it is cheaper to develop software here. And the talent is exceptional. Especially per dollar. But you have to work hard to incrementally build their confidence.

    This isn’t Seattle or SF. The talent doesn’t have poduct experience. And they are timid. And like all of us, when exposed to the unfamiliar they resort to the familiar.

    I love this business.

    I love engineers.

    🙂


    Source date (UTC): 2012-12-08 17:18:00 UTC

  • I LOVE STARTUP MODE Seriously. Why does anyone do anything other than start a bu

    I LOVE STARTUP MODE

    Seriously. Why does anyone do anything other than start a business? 🙂 Sure. It’s manic. It’s chaos. The future is uncertain. It’s terribly risky. But it’s also under your control. It is what you make it.

    I think this is actually business number nine, not number eight for me. I forgot one. The biggest mistake I made in the last decade (aside from divorcing my amazing wife) was in not leaving my last company when I first resigned in 2009. I could have done another business by now, and gotten it to maturity. And I would have been much happier in startup mode, than I was arguing with an investor who cost us half our revenues.

    Well, that said. I wouldn’t have had the opportunity to work with friends and this amazing talent that I’ve been lucky enough to find.

    Enough celebration. Time for sleep. It was a long day. (Although I managed to get to the bakery for croissants this afternoon!)

    Cheers


    Source date (UTC): 2012-12-04 17:21:00 UTC

  • ON MICROSOFT’S FUTURE : YES SURFACE LOOKS LIKE A FAILURE (From something I poste

    ON MICROSOFT’S FUTURE : YES SURFACE LOOKS LIKE A FAILURE

    (From something I posted on Dave Quick’s page)

    OK. While I’m thinking about it:

    1) everyone knows msft’s problem is a combination of their dependence on OEM’s paired with the threat of suits, especially from governments, if they try to alter this dependence. They must get into the hardware business. but they can’t without buying someone like Asus, Dell or HP.

    2) The first concept of a desktop everywhere was a correct prediction. The second conceptual bet, of owning the living room was a failure. This again, is a hardware ownership problem, and a distribution network problem. The software is trivial.

    3) Abandoning the pc as a gaming platform in favor of attempts at the living room was a failure. Especially in light of the fact that it was the gaming technology that caused advances in processor demand that fueled increasing creative destruction in the field.

    4) Abandoning the application server market to Oracle and IBM is irreversible, and was driven by at least the following factors a) the failure of msft to create sufficiently advanced products for enterprises, b) because of the performance challenges of the architecture and the slow response to the internet c) losing the IQ during the revolution by killing ASP for example rather than improving windows architecture to tolerate transactions rather than processes (and failing to make PHP part of visual studio) and perhaps creating a compiler for it that would give windows an advantage in productivity d) as I have argued for years, because they underfunded their services organization, which did poor work using poor technology and threatened their cash cow of operating system revenue with top customers, and e) letting the sharepoint group kill off both Commerce Server and nCompass, which together, if funded, could have performed as well as the others f) not-in-redmond that ruined the potential for the Navision acquisition to expand beyond accounting.

    4) The vast majority of microsoft employees have meaningless jobs with little to no impact where they are totally isolated from the pricing system and supported only by the network affect. Survival is as much political as anything else. The hardware business is much less tolerant of this extremely politicized environment. And the losses from hardware failures more substantial. These employees cannot transfer to that environment. ( I won’t go into the other cultural problems there.)

    5) Any management that saw technology as joy has been forced out of the company along with most of the evangelists that actually connected the bureaucracy with the consumers. Much of this management has been forced out largely because there is no technical visionary in the company, and the senior execs are operators, not inventors, so they do not actually know what to do with the business. Furthermore, those that do have been forced out of the company as soon as enough analysts suggest that they would be better at replacing Ballmer. Esp Raikes.

    6) Microsoft’s core technology (Windows) is architecturally unsuited for low cost, high performance computers. It was designed to be heavy, and it remains heavy. It should because underneath it’s conceptually still a product of digital equipment’s minicomputer architecture. If you understand this you will also understand that there is almost nothing that can be done about it without some extraordinary invention that alters the user interface (think talking to your box) the way that touch and hi res altered the interactive experience. It is this kind of innovation that makes substantial investment possible. Because it reduces the transaction cost of working with computers – and all information.

    When I spoke with Stephen Elop about this over lunch a few years ago it seemed as if he simply couldn’t even grasp the idea. Of course, when he went to Nokia I understood the strategy. But I also understood that he was not intellectually capable of improving office nor or altering the course of Nokia. In few meetings I’ve had with Ballmer (I’m out of the industry so I feel safe talking about it) his only concerns were expressed in global terms and the company’s overall revenue potential in the middle term. But every time I think about it, I can’t get away from the famous email to Buffett that stated that in ten years anything could happen to MSFT. And it has.

    Continuing on this thread, Touch eliminates the barrier to use for navigating. It reduces transaction costs. It does not require that the user comprehend abstractions. Gramma would never have had trouble with the ipad the way she had to learn the keyboard.

    But touch does nothing for engineering, finance, science, writing contracts, or even making movies. It does very little for content creators.

    THEREFORE

    Microsoft owns the content creation business. It owns the complex interaction business. It has ceded the application business to the major firms. It has ceeded the consumer to Apple. So microsoft’s market has, like IBM before it, narrowed. It’s narrowed to the need for businesses to have an active directory service to manage security, and the administrative desktop tools (Office) needed for clerical work. IE: Microsoft owns the CLERICAL WORKER. That term includes people who use structured data in its loosest form (verbal arguments and persuasion) to those who use it in it’s common form (financial clerical work) it’s next broadest form (statistical information possible only with Excel or other tools), to it’s creative form (engineering and science). But this is all clerical. The inabilty for msft to control display quality (as does apple) prevents it from being in the visual business.

    No one can or is willing to replace Excel, and the vast network of spreadsheets that most companies (foolishly) run on instead of ERP, PSA and other financial systems which are far more expensive to implement. But if someone creates a version of excel that replaces two dimensional functions with n-dimensional processing like sql, then that would be a significant invention that would make the value of the new product worth the transaction cost of changing it.

    When Word came out, it’s fundamental improvement was the use of the paragraph marker to store formatting data, which allowed rapid redrawing of the screen. Wordperfect for example, used document level tagging, which stayed in effect until altered. This meant that wordperfect had to redraw or rather reprocess the document. It wasn’t just marketing. It wasn’t just that word was carrying the burden of it’s dos roots. It’s that architecturally it was a flawed model in the newer context. Even though the paragraph marker is the source of all the stuff we hate about word.

    Now, If you follow writing it’s split between four camps: text fragments that we use for the majority of our work today (email, text, web pages, forms) , simple word processors (glorified wordpads, which is about all anyone needs), html word processors (formatted text processors), business word processor (word) and writers tool’s (Scrivener and Final Cut models). Fundamentally, the writer’s tool has taken over writing in all professional forms except business writing and contracts. This process will continue.

    WHAT DOES THIS MEAN

    So the point here is that it’s not worth it for anyone to get into microsoft’s office business YET. It is possible for microsoft to DEFEND that CLERICAL business. It is probably NOT possible for microsoft to expand into the CONTENT CONSUMPTION BUSINESS. It has no advantage there. And any attempts to do so (windows 8) will probably be a failure. computers are NOT general purpose devices any more. They’re appliances. THe operating system is not a competitive advantage, It’s a commodity. And in microsoft’s case, the windows architecture is a liability.

    What I have suggested in the past, is that once a competitor has the ability and incentive to eradicate microsoft’s lead it’s actually quite easy to do it with software:

    a) active directory replacement

    b) an inexpensive desktop appliance with superior user interface for the majority of clerical workers, that provides increased protection from theft.

    c) the ability to run a window for legacy windows applications until they are replaced with web based (that this is in process should be obvious) or at least iOS level apps.

    d) a spreadsheet with all Excel functions PLUS a sql like or at least close to sql like langage. esp one that handled graphs (not pictures, data structures).

    This will consume the administrative worker that accounts for the majority of desktop systems.

    My prediction was that Apple would do this as soon as either the iphone/ipad revenue stream threatens to peak, and/or the television strategy that they are starting to roll out fails. It is just too easy for them to use brand preference for apple to displace all clerical systems and support for the simple reason that windows user interface and office features sets are too complex for all but a minority of jobs.

    It might not be apple. It will be someone else (who cares abut this opportunity more than I do….)

    So, for the above reasons both the environment at msft, it’s revenue stream, it’s product architecture, and the few points of advantage taht their technology possesses are all weaker than the network effect is powerful.

    And only someone very visionary can change all that. And that person would have to be CEO.


    Source date (UTC): 2012-12-02 14:27:00 UTC

  • ITS TALENT, NOT RESOURCES. On Oversing as a PSA solution: “Most shops think of r

    ITS TALENT, NOT RESOURCES.

    On Oversing as a PSA solution:

    “Most shops think of resources as interchangeable, but we have never viewed the world that way.” – Steven Salta

    Thanks Steven. That’s a go to market story. It’s all the differentiator that we need.


    Source date (UTC): 2012-11-30 23:28:00 UTC

  • MORE ON LIBERTARIAN BUSINESS MANAGEMENT: the attention economy Attention is a re

    MORE ON LIBERTARIAN BUSINESS MANAGEMENT: the attention economy

    Attention is a resource just like time and money. People calculate what they devote their attention to. People seek to minimize the attention and calculation that they devote to the interests of others.

    Although women, because of greater Oxytocin levels, are more so, they also tend to err in favor of consensus while men because of testisterone err on competitive innovation.

    The problem then is in creating a social environment in the work place that maintains the focus of their attention on calculating excellences instead of efficiencies by creating incentives that are social rather than remunerative.

    If I could distill the libertarian organizational strategy to one lesson I think this would be it.

    Efficiency in human organizations is a dirty word. :).


    Source date (UTC): 2012-11-17 22:58:00 UTC

  • DWEEB ALERT : A COMMISSION SYSTEM THAT COULD EVEN SATISFY JIM BEEBE 🙂 My friend

    DWEEB ALERT : A COMMISSION SYSTEM THAT COULD EVEN SATISFY JIM BEEBE 🙂

    My friend Jim is notorious for concocting elaborate commission schemes in an effort to provide just the right incentives. Unfortunately, human beings have to actually calculate these formula manually. If they cant understand it, then they can’t be incentivized by it. And worse, complexity and lack of transparency create doubt about management’s honesty in the sales organization.

    So, twenty years of working with him and I finally got the chance to design something insane enough to accomodate his creativity, while maintaining transparency. It took me all day. And it turns out, it’s pretty easy to use, override, and just plain old play with. It can even call custom rules if there’s something I haven’t thought of.

    Maybe the next CEO won’t have to look into the eyes of a sales guy and say “I love to pay commissions. They represent success. And everyone here is honest. I’m pretty sure it’s right. And if it isn’t. We’ll fix it. I promise.” or to your board “I can’t even figure out how to calculate this myself. How the hell will one of the sales guys?”

    </Tech Geek Off>


    Source date (UTC): 2012-11-17 14:53:00 UTC

  • FROM ELSEWHERE: BUILDING A LIBERTARIAN COMPANY (Saved here for future reference

    FROM ELSEWHERE: BUILDING A LIBERTARIAN COMPANY

    (Saved here for future reference on my timeline.)

    As someone who built a sizeable company specifically with the intent of experimenting with libertarian management principles, I can argue that not only does it lead to a high growth company because of transparency and meritocracy, but it’s also a more pleasant place to work because people are empowered – they feel sovereign.

    HOWEVER HERE ARE SOME OBSERVATIONS

    1) CLASS

    libertarianism is a meritocratic, and therefore middle and upper middle class philosophy. If you want to have day laborers, it’s going to be less successful than if you have engineers because the former are less comfortable problem solving than the latter because the former are more open to cheating then the latter (this isn’t necessary that’s just how it works out due to class sorting and peer association).

    While we libertarians feel that liberty is the desire of all, it is not. It is the desire of those of us who have an intellectual advantage. The vast majority of people want only enough liberty to choose who directs them. They do not want to master the information necessary to be fully directed.

    In that sense, liberty is classically defined as consisting of multiple levels:

    1) Freedom of life, property and relationships (liberty)

    2) Freedom to form organizations (association)

    3) Freedom to choose leadership (corporation)

    4) Freedom to ostracize (nationalism)

    5) Freedom to convert or expand (imperialism)

    We libertarians agree with the first three, conservatives and some conservative libertarians with the first four, and neo-conservatives with all five.

    So one cannot easily create a libertarian organization across class lines, unless the majority of control is in the hands of those who wish to preserve that libertarian ordere, and its constant state of variation, meritocracy and competition.

    2) EXPOSE EVERYONE TO PRICES AND PROFIT

    Libertarianism and meritocracy require all people are exposed to the pricing system and its affects. Prices and profit are truths. Opinions are not. Bureaucracy is a synonym for insulation from the pricing system. Engineering this into many companies is extremely difficult. This is because many administrative disciplines are security rather than merit oriented (accounting for example).

    3) ELIMINATE ALL DEDICATED MANAGEMENT

    Middle management provides little if any value in almost all organizations. Knowledge exists at the bottom, and the knowledge to concentrate scarce capital at the top. Design your company to have no pure management. Everyone is responsible for profit. If they are not then you do not need them, and should organize your people differently. Usually it is better to compensate someone very dedicated to produce less profit and split time between leadership/mentoring and productivity/profitability. But if they are not themselves materially productive it is just a countdown before they become valueless. This is counter to human behavior because we all seek to avoid work and subsist upon rents. Management that does not either sell something or produce something is rent seeking.

    4) REORGANIZE YOUR COMPANY FREQUENTLY – EVERY SIX MONTHS

    Try to get your top talent to know more of the business by rotating them through different positions in the company. This will prevent your organization from calcifying in an attempt to be ‘efficient’ at delivering a fixed business model rather than ‘responsive’ and therefore efficient at delivering whatever business model is necessary to satisfy the needs of the market. (Note that it is possible to be a market follower and emphasize efficiency, but libertarianism is an effort to spur innovation. Leave it to liberals to live under the illusion that any commercial model represents a steady state.) Liberty is the source of innovation through competition. But competition creates multiple opportunity for loss.

    5) TALENT

    Marginally competitive companies possess superior talent in key roles. I devote at least a third of my time to recruiting talent.

    7) PROCESSES

    Processes calcify and compensate for stupidity and ignorance. Processes attempt to be efficient in order to minimize the need for interpersonal problem solving. However, this also means that processes are inhibitors to innovation and collaboration. Therefore all processes in your organization may be overridden if a) increase profitability without negative externalities. b) increase customer customer loyalty. (loyalty is meaningful. satisfaction is not. know the difference. satisfaction is only expressed meaningfully as loyalty.) c) increase the chance of opportunity generation without increasing the cost of opportunity generation. You must instill this culture in people so that the understand. Economics is the study, largely, of externalities, since internal exchanges are trivial, and externalities are complicated.

    8) SALES

    My experience is that companies under-invest in sales, and over-invest in fear. The people who generate sales are the most valuable people in your company. There are no exceptions. However, people who can generate sales are contextually dependent. Second, the good ones will only come to places where they are adequately rewarded. So when you are small you cannot generally hire talent that is worth what you pay them. Expect a 60-60% failure rate.

    9) EVERYONE IS A POTENTIAL CUSTOMER

    Every single person you meed is a potential customer. Just like actors and politicians lose their freedom because some paparazzi might catch them at an inopportune moment, an entrepreneur loses the freedom of self expression. (I chose expressly to break this rule because of my intellectual interests, but largely this worked to my advantage as self brand promotion. It turns out that if you will say really controversial things in public and try to defend them, then customers will assume you will give them the same unfiltered advice. It worked for me. In general though, I do not recommend it.)

    10) MANAGEMENT STRATEGY

    As a CEO, you can act as an investor, accountant, operator, salesman or craftsman. Or some combination. Because of personality differences it is unlikely that you will be even moderately successful at more than two. Know your strengths and hire the people who compensate for your weaknesses, but possess your strengths in some minor capacity. (I am a salesman, investor, and craftsman. I hire people who are operators and accountants to actually run the details of the business. Jack Welsh is different, Steve Jobs was different, Bill Gates is different, and Warren Buffett is different. And the guys who turnaround companies that are in trouble are different still. If you are entrepreneurial you are best off being sales and craftsman, because this means you master your industry and its customers. if you are a talented executive in a larger bureaucracy it is better to be operational and financial.

    11) PEER REVIEWS

    Conduct stack ranking peer reviews, with written comments at least once per year and exit the bottom ten percent of the company. (I usually was only able to exit the bottom 4% because the community building within the company was so strong that people would fight hard for underperformers if they thought that they could help them improve. This then creates passionate employees out of both the mentors and those people who were given help in succeeding.

    12) PITCHING AND DESIGNING

    Create some venue where employees suggest new uses for products, or new products, or new services, or pitches for customers. WE were always suprised at how many quiet people from the bottom of the company turned out to be our best idea poeople. It also makes it impossible for others to take credit for someone’s idea.

    13) CREATE PARTIES AND AFTER-PARTIES

    If you can find an excuse to spend a few hundred dollars taking people to a club, restaurant or entertainment venue where they can play, then do it. Every possible time. Have a big event at least once a year that requires formal dress, and is not in competition with some other holiday, just to celebrate each other. Terminate people who do not participate in social events.

    14) HIRE FAMILY AND FRIENDS IF THEY HAVE THE TALENT – NEPOTISM IS THE BEST LOYALTY YOU CAN BUY

    Loyalty is the willingness to absorb losses of opportunity for one’s self in order to create opportunity for the group to whom you are a member. Families do this by nature. Never hire ANY family member who cannot perform, or any friend, and never sacrifice your hiring process. But never discount a friend or family. They will work much harder at group cohesion than outsiders.

    EXPENSIVE?

    If any of this sounds either inefficient or expensive then you should do something other than go into business. People are tribal animals. they calculate all sorts of things with and against one another every day, every hour, every second.

    Make sure that they are calculating something that binds them together to create products and services for your company, in the service of customers, that can be delivered to them at a profit. Because profit is our only way of knowing that we have made use of the world’s resources to serve others, in a manner that they demonstrate by their dear actions rather than their cheap words.

    CLOSING

    I have spent too much time on this post already, but perhaps it will do one person some good. And if so, then I’ve passed it on, and done the moral thing. 🙂

    Cheers


    Source date (UTC): 2012-11-17 05:48:00 UTC

  • As someone who built a sizeable company specifically with the intent of experime

    As someone who built a sizeable company specifically with the intent of experimenting with libertarian management principles, I can argue that not only does it lead to a high growth company because of transparency and meritocracy, but it’s also a more pleasant place to work because people are empowered – they feel sovereign.

    HOWEVER HERE ARE SOME OBSERVATIONS

    1) CLASS

    libertarianism is a meritocratic, and therefore middle and upper middle class philosophy. If you want to have day laborers, it’s going to be less successful than if you have engineers because the former are less comfortable problem solving than the latter because the former are more open to cheating then the latter (this isn’t necessary that’s just how it works out due to class sorting and peer association).

    While we libertarians feel that liberty is the desire of all, it is not. It is the desire of those of us who have an intellectual advantage. The vast majority of people want only enough liberty to choose who directs them. They do not want to master the information necessary to be fully directed.

    In that sense, liberty is classically defined as consisting of multiple levels:

    1) Freedom of life, property and relationships (liberty)

    2) Freedom to form organizations (association)

    3) Freedom to choose leadership (corporation)

    4) Freedom to ostracize (nationalism)

    5) Freedom to convert or expand (imperialism)

    We libertarians agree with the first three, conservatives and some conservative libertarians with the first four, and neo-conservatives with all five.

    So one cannot easily create a libertarian organization across class lines, unless the majority of control is in the hands of those who wish to preserve that libertarian ordere, and its constant state of variation, meritocracy and competition.

    2) EXPOSE EVERYONE TO PRICES AND PROFIT

    Libertarianism and meritocracy require all people are exposed to the pricing system and its affects. Prices and profit are truths. Opinions are not. Bureaucracy is a synonym for insulation from the pricing system. Engineering this into many companies is extremely difficult. This is because many administrative disciplines are security rather than merit oriented (accounting for example).

    3) ELIMINATE ALL DEDICATED MANAGEMENT

    Middle management provides little if any value in almost all organizations. Knowledge exists at the bottom, and the knowledge to concentrate scarce capital at the top. Design your company to have no pure management. Everyone is responsible for profit. If they are not then you do not need them, and should organize your people differently. Usually it is better to compensate someone very dedicated to produce less profit and split time between leadership/mentoring and productivity/profitability. But if they are not themselves materially productive it is just a countdown before they become valueless. This is counter to human behavior because we all seek to avoid work and subsist upon rents. Management that does not either sell something or produce something is rent seeking.

    4) REORGANIZE YOUR COMPANY FREQUENTLY – EVERY SIX MONTHS

    Try to get your top talent to know more of the business by rotating them through different positions in the company. This will prevent your organization from calcifying in an attempt to be ‘efficient’ at delivering a fixed business model rather than ‘responsive’ and therefore efficient at delivering whatever business model is necessary to satisfy the needs of the market. (Note that it is possible to be a market follower and emphasize efficiency, but libertarianism is an effort to spur innovation. Leave it to liberals to live under the illusion that any commercial model represents a steady state.) Liberty is the source of innovation through competition. But competition creates multiple opportunity for loss.

    5) TALENT

    Marginally competitive companies possess superior talent in key roles. I devote at least a third of my time to recruiting talent.

    7) PROCESSES

    Processes calcify and compensate for stupidity and ignorance. Processes attempt to be efficient in order to minimize the need for interpersonal problem solving. However, this also means that processes are inhibitors to innovation and collaboration. Therefore all processes in your organization may be overridden if a) increase profitability without negative externalities. b) increase customer customer loyalty. (loyalty is meaningful. satisfaction is not. know the difference. satisfaction is only expressed meaningfully as loyalty.) c) increase the chance of opportunity generation without increasing the cost of opportunity generation. You must instill this culture in people so that the understand. Economics is the study, largely, of externalities, since internal exchanges are trivial, and externalities are complicated.

    8) SALES

    My experience is that companies under-invest in sales, and over-invest in fear. The people who generate sales are the most valuable people in your company. There are no exceptions. However, people who can generate sales are contextually dependent. Second, the good ones will only come to places where they are adequately rewarded. So when you are small you cannot generally hire talent that is worth what you pay them. Expect a 60-60% failure rate.

    9) EVERYONE IS A POTENTIAL CUSTOMER

    Every single person you meed is a potential customer. Just like actors and politicians lose their freedom because some paparazzi might catch them at an inopportune moment, an entrepreneur loses the freedom of self expression. (I chose expressly to break this rule because of my intellectual interests, but largely this worked to my advantage as self brand promotion. It turns out that if you will say really controversial things in public and try to defend them, then customers will assume you will give them the same unfiltered advice. It worked for me. In general though, I do not recommend it.)

    10) MANAGEMENT STRATEGY

    As a CEO, you can act as an investor, accountant, operator, salesman or craftsman. Or some combination. Because of personality differences it is unlikely that you will be even moderately successful at more than two. Know your strengths and hire the people who compensate for your weaknesses, but possess your strengths in some minor capacity. (I am a salesman, investor, and craftsman. I hire people who are operators and accountants to actually run the details of the business. Jack Welsh is different, Steve Jobs was different, Bill Gates is different, and Warren Buffett is different. And the guys who turnaround companies that are in trouble are different still. If you are entrepreneurial you are best off being sales and craftsman, because this means you master your industry and its customers. if you are a talented executive in a larger bureaucracy it is better to be operational and financial.

    11) PEER REVIEWS

    Conduct stack ranking peer reviews, with written comments at least once per year and exit the bottom ten percent of the company. (I usually was only able to exit the bottom 4% because the community building within the company was so strong that people would fight hard for underperformers if they thought that they could help them improve. This then creates passionate employees out of both the mentors and those people who were given help in succeeding.

    12) PITCHING AND DESIGNING

    Create some venue where employees suggest new uses for products, or new products, or new services, or pitches for customers. WE were always suprised at how many quiet people from the bottom of the company turned out to be our best idea poeople. It also makes it impossible for others to take credit for someone’s idea.

    13) CREATE PARTIES AND AFTER-PARTIES

    If you can find an excuse to spend a few hundred dollars taking people to a club, restaurant or entertainment venue where they can play, then do it. Every possible time. Have a big event at least once a year that requires formal dress, and is not in competition with some other holiday, just to celebrate each other. Terminate people who do not participate in social events.

    14) HIRE FAMILY AND FRIENDS IF THEY HAVE THE TALENT – NEPOTISM IS THE BEST LOYALTY YOU CAN BUY

    Loyalty is the willingness to absorb losses of opportunity for one’s self in order to create opportunity for the group to whom you are a member. Families do this by nature. Never hire ANY family member who cannot perform, or any friend, and never sacrifice your hiring process. But never discount a friend or family. They will work much harder at group cohesion than outsiders.

    EXPENSIVE?

    If any of this sounds either inefficient or expensive then you should do something other than go into business. People are tribal animals. they calculate all sorts of things with and against one another every day, every hour, every second.

    Make sure that they are calculating something that binds them together to create products and services for your company, in the service of customers, that can be delivered to them at a profit. Because profit is our only way of knowing that we have made use of the world’s resources to serve others, in a manner that they demonstrate by their dear actions rather than their cheap words.

    CLOSING

    I have spent too much time on this post already, but perhaps it will do one person some good. And if so, then I’ve passed it on, and done the moral thing. 🙂

    Cheers


    Source date (UTC): 2012-11-17 05:47:00 UTC

  • SMITH BRAND LAUNCH After more than a decade, Ascentium finally gets a new name,

    SMITH BRAND LAUNCH

    After more than a decade, Ascentium finally gets a new name, worthy of a digital agency.

    My child has graduated from college. 🙂


    Source date (UTC): 2012-11-17 03:03:00 UTC

  • IT’S GREAT TO BE BUILDING A COMPANY AGAIN Building a team. Building a product. W

    IT’S GREAT TO BE BUILDING A COMPANY AGAIN

    Building a team. Building a product. Working fourteen hours a day… simply because you absolutely want to. Watching something beautiful begin to emerge from collective effort. The joy on people’s faces as they solve some problem or other. The comfort that comes from slowly beginning to understand something, and being a part of something.

    Entrepreneurship is tribal. It’s just faster than building a tribe the old fashioned way. 🙂


    Source date (UTC): 2012-11-15 17:12:00 UTC