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Jack Welch Winning Summary
Jack Welch Winning Summary
Jack Welch Winning Summary
On Mission In my experience, an effective mission statement basically answers one question: How do we intend to win in this business? GEs Mission To be the most competitive enterprise in the world by being No. 1 or No. 2 in every market fixing, selling, or closing every underperforming business that couldnt get there. Setting The Mission Setting the mission is top managements responsibility. A mission cannot, and must not, be delegated to anyone except the people ultimately held accountable for it. Values Create values: People must be able to use them as marching orders because they are the how of the mission, the means to the end winning. In contrast to the creation of a mission, everyone in a company should have something to say about values. Integrating Mission & Values A concrete mission is great. And values that describe specific behaviors are too. But for a companys mission and values to truly work together as a winning proposition, they have to be mutually reinforcing.
Chapter 2: On Candor
The lack of candor is business dirty little secret. Candor works because it de-clutters. Candor leads to winning in 3 ways: A. B. C. Gets more people in conversation. It generates speed. It cuts cost.a lot.
Chapter 3: Differentiation
Differentiation Defined Basically, differentiation holds that a company has two parts, software and hardware. Software is simpleits your people. Hardware depends. If you are a large company, your hardware is made up of the different businesses in your portfolio. If you are smaller, your hardware is your product lines. Managing the People Its a process that requires managers to assess their employees and separate their performance into three categories: top 20 percent, middle 70, and bottom 10. Thenand this is the keyit requires managers to act on that distinction. I emphasize the word act because all managers naturally differentiatein their heads. But very few make it real. Differentiation is about managers looking at the middle 70, identifying people with potential to move up, and cultivating them. But everyone in the middle needs to be motivated and made to feel as if they truly belong. You do not want to lose the vast majority of your middle 70you want to improve them. As for the bottom 10 percent, and there is no sugarcoating thisthey have to go. I didnt invent differentiation! I learned it on the playground when I was a kid. When people differentiation is real, the top 20 percent of employees are showered with bonuses, stock options, praise, love, training and a variety of rewards. There can be no mistaking the stars at a company that differentiates. They are the best and are treated that way.
Every person in the world wants voice and dignity, and every person deserves them.
Chapter 7: People Management Youve Got The Right Players. Now What?
People management covers a wide range of activities, but it really comes down to six fundamental practices. 1. Elevate HR to a position of power and primacy in the organization, and make sure HR people have the special qualities to help managers build leaders and careers. In fact, the best HR types are a combination of pastor and parent in the same package. 2. Use a rigorous, non-bureaucratic evaluation system, monitored for integrity with the same intensity as Sarbanes-Oxley Act compliance. 3. Create effective mechanismsread: money, recognition, and trainingto motivate and retain. 4. Face straight into charged relationshipswith unions, stars, sliders, and disrupters. 5. Fight gravity, and instead of taking the middle 70 percent for granted, treat them like the heart and soul of the organization. 6. Design the organization chart to be as flat as possible, with blindingly clear reporting relationships and responsibilities.
A Way To Prevent Crisis Create a culture of integrity, meaning a culture of honesty, transparency, fairness, and strict adherence to rules and regulations. In such cultures there can be no head fakes or winks. People who break the rules do not leave the company for personal reasons. They are hangedpubliclyand the reasons are made painfully clear to everyone.
The Right People Any strategy, no matter how smart, is dead on arrival unless a company brings it to life with peoplethe right people. Budgeting Jacks Way Q: How can we beat last years performance? Q: What is our competition doing, and how can we beat them? But there are really just four practices that matter: Communicate a sound rationale for every change. Have the right people at your side. Get rid of the resisters. Seize every single opportunity, even those from someone elses misfortune. Thats it.
Dont get all caught up in your knickers over change you just dont need to. Mergers & Acquisitions - Fast way to grow Six Sigma Nothing compares to the effectiveness of Six Sigma when it comes to improving a companys operational efficiency, raising its productivity, and lowering its costs. Six Sigma is a quality program that, when all is said and done, improves your customers experience, lowers your costs, and builds better leaders. Six Sigma accomplishes that by reducing waste and inefficiency and by designing a companys products and internal processes so that customers get what they want, when they want it, and when you promised it. Make no mistake: Six Sigma is not for every corner of a company. The Right Job Work-Life Balance While work-life balance was increasingly front and center during the 1990s. The debate about it has only intensified since my retirement in 2006. Today, no CEO or company can ignore it. Your bosss top priority is competitiveness. Of course he wants you to be happy, but only inasmuch as it helps the company win. Most bosses are perfectly willing to accommodate work-life balance challenges if you have earned it with performance. The key word here is: if. Bosses know that the work-life policies in the company brochure are mainly for recruiting purposes and that real work-life arrangements are negotiated one-on-one in the context of a supportive culture, not in the context of But the company says.! People who publicly struggle with work-life balance problems and continually turn to the company for help get pigeonholed as ambivalent, entitled, uncommitted or incompetentor all of the above. Even the most accommodating bosses believe that work-life balance is your problem to solve. In fact, most know that there are really just a handful of effective strategies to do that, and they wish you would use them. *Jack Welchs Winning book image courtesy of Amazon Bookstores