GOOD TO GREAT! CHAPTER 3

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GOOD TO GREAT! CHAPTER 3

Post by Klittles on Wed Nov 30, 2016 11:06 pm

It is time for our collaboration on Chapter 3. Please read the directions carefully.

Your responses are due by FRIDAY, DECEMBER 9th @ 3 pm.

Please respond to the following statements with well thought out responses.

1. "There are going to be times when we can't wait for somebody. You're either on the bus or off!"

2. " If there are people on the bus who want off the bus, what happens when the bus changes directions?"

3.  What is more important a vision or the organization?

4. Is it easy to work for an organization when you don't believe in or support their vision?

5. Agree or disagree with this statement, why or why not? "It is who you pay, not how you pay them!"

6. Explain, "Rigorous, but not Ruthless"


Last edited by Klittles on Thu Dec 08, 2016 5:45 pm; edited 1 time in total
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Re: GOOD TO GREAT! CHAPTER 3

Post by MShamburger on Thu Dec 01, 2016 5:33 pm

1. "There are going to be times when we can't wait for somebody. You're either on the bus or off!"
Great leaders (Level 5 Leaders) are going to produce. They will insist on a rigorous environment. People who are not with the program may get left behind. Sometimes this is beneficial to both the organization and the employee. Letting people languish in a position that they really do not like (or are incapable of performing) for years on end is not good for anyone.

2. " If there are people on the bus who want off the bus, what happens when the bus changes directions?"
They get "rolled under the bus?" Just kidding. According to Collins, if you have the wrong people on the bus (those that are not "on board" with the vision) it doesn't matter what direction the bus is headed--you still will not become a great company/organization. "Great vision without great people is irrelevant."

3.  What is more important a vision or the organization?
In simplest terms, the organization would have to be more important. What good is a vision without an organization to bring the vision to fruition?

4. Is it easy to work for an organization when you don't believe in or support their vision?
No, it is not easy. When you disagree with decisions that are made every day that affect your job, it is very taxing. Such a situation would wear down an individual. I suppose that is why the author emphasizes getting the right people on the bus.  

5. Agree or disagree with this statement, why or why not? "It is who you pay, not how you pay them!"
According to Collins, in their research they found no correlation or pattern between executive compensation and the process of going from good to great. He and his researchers found that compensation was not a key to success. He believes that if you have the right executives in place, they will do what it takes to make the company great.
This is probably true. Any employee with integrity who takes on a job is going to do it well. So, if "right people" means those who are responsible and hard-working, and they took the job knowing the compensation, you can expect that they will work to make the organization the best it can be.

6. Explain, "Rigorous, but not Ruthless"
"Rigorous, not ruthless" is how the author explains that the companies in the study were definitely strict and structured, but they were not cruel or merciless. Ruthless companies tend to fire people without any thought or consideration. The good to great companies have very high standards (rigorous) but good people working there and performing never have to worry about their jobs. It is, therefore, important for a company to acquire and keep the right people.

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Re: GOOD TO GREAT! CHAPTER 3

Post by Denise Scallan on Sun Dec 04, 2016 4:53 am

CHAPTER 3

1. "There are going to be times when we can't wait for somebody. You're either on the bus or off!" If someone is hesitant to get on the bus or is second guessing being on the bus, then he is not certain about the mode of travel, his fellow traveling companions, the route, and/or the final destination. Delaying the journey is not in the best interest of the organization or the hesitant traveler.
   
2. " If there are people on the bus who want off the bus, what happens when the bus changes directions?" The bus simply continues on its new course minus the people who chose not to continue the journey. In the end, those who remain on the bus arrive happily at their destination, and those who hopped off the bus find another means to arrive at their
destination.

3. What is more important a vision or the organization? The organization must consist of competent people who work together in order to develop a vision. Since the organization creates the vision, it is more important.

4. Is it easy to work for an organization when you don't believe in or support their vision? No. Job satisfaction results  when one's vision is the same as or similar to an organization's vision. When one's vision is no longer aligned with that of his organization, that person is merely working for monetary compensation instead of for personal fulfillment and for the success of the organization. This situation is neither productive nor healthy for the individual or the organization.

5. Agree or disagree this statement, why or why not? "It is who you pay, not how you pay them!" Agree. I've never heard people say that they love their line of work because of monetary or other types of compensation. True, some people take jobs because they need the money. Those who have careers (as opposed to jobs) enjoy the work that they do because they are driven to make their vision a reality. As the authors of "Good to Great" state, "The right people don't need to be tightly managed or fired up; they will be self-motivated by the inner drive to produce the best results and to be part of creating something great."

6. Explain, "Rigorous, but not Ruthless". According to the author, organizations that choose the right people, keep the right people, and move people into positions where they will thrive and produce the best results are "rigorous cultures". Those organizations that are ruthless "...wantonly fire people without any thoughtful consideration." This practice creates a working atmosphere that negatively impacts morale and blurs an organization's vision.

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Re: GOOD TO GREAT! CHAPTER 3

Post by SWallace on Wed Dec 07, 2016 2:53 pm

1. "There are going to be times when we can't wait for somebody. You're either on the bus or off!"
In order for a company, or entity, to be successful, the “who” is more important to the overall success, rather than the “where.” People who vacillate between “being on the bus” and “wanting” off the bus only hinder the effectiveness of everyone else. If you are not willing to commit 100+%, then maybe it is time to get off the bus.

2. " If there are people on the bus who want off the bus, what happens when the bus changes directions?"
Many times people are just “along for the ride” and when the direction or vision changes, they become unhappy and ineffective. They will often “exit” the bus on their own.

3. What is more important a vision or the organization?
The organization is more important than the vision. Having the Right people will allow the organization to create the right vision and more importantly, allow them to recognize when the Vision needs to adjust or change direction.

4. Is it easy to work for an organization when you don't believe in or support their vision?
In a single word, “NO!” If you don’t believe in, or support, their vision it cause you to be complacent or angry/disgruntled all the time. This makes for an ineffective work environment and causing stress for everyone involved.

5. Agree or disagree this statement, why or why not? "It is who you pay, not how you pay them!"
I 100% agree. As Denise stated in her response, “I’ve never heard people say that they love their line of work because of monetary or other types of compensation.” The “right” kind of people, that the author talks about, are self-motivated and place value on hard work and personal integrity on the job. When the company becomes great, that is motivation. But, compensation also allows you to keep those “great” employees.

6. Explain, "Rigorous, but not Ruthless"
Ruthless means, to just go in and start “hacking away” and making lay-offs and cuts indiscriminately when trying to balance a budget or to create a new Vision or direction. Rather, it requires the Level 5 Leader to be “Rigorous” in their decisions from the top down. The author summarized three key points: 1) When in doubt, don’t hire. (Be rigorous from the start) 2) When you need to make a change, act. (Don’t keep the “wrong” people on the bus, hoping that eventually they will get on board with the Vision.) 3) But your best people on your biggest opportunity. (Many times the best employees are put on the “worst” problems hoping they can “fix” it rather than using their talents in the best possible way.)
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Re: GOOD TO GREAT! CHAPTER 3

Post by Kenya.Huggins on Thu Dec 08, 2016 7:28 pm

Klittles wrote:It is time for our collaboration on Chapter 3. Please read the directions carefully.

Your responses are due by FRIDAY, DECEMBER 9th @ 3 pm.

Please respond to the following statements with well thought out responses.

1. "There are going to be times when we can't wait for somebody. You're either on the bus or off!"
This refers to the notion of some employers waiting on the right person to hire, usually in a managerial spot to take the lead. It also applies to the adage that you don't have time to wait for people to decide to want to produce. Either they are, or they aren't. The constant reminder in this chapter was get the right people in your organization is key. It doesn't really matter what or where you're going. Just get the right people and it'll happen.

2. " If there are people on the bus who want off the bus, what happens when the bus changes directions?"
This again refers to having the right people on the bus. If the bus changes directions, or in business terms, we have a slight change of plans and we have the right people on the bus, we will continue to prosper. Whereas, if the wrong people are on the bus for the wrong reason, we will definitely stall

3.  What is more important a vision or the organization?
The vision is more important. If you have a vision as to where you want to go and you stay focused on it, everything else will fall in place. You are almost destined for success. If everybody is working towards the common goal, success is almost guaranteed. The example given was with the delivery boys of , now closed, Circuit City Store. Although they were only the delivery boys, they carried the same passion as the employees who sold the original product.

4. Is it easy to work for an organization when you don't believe in or support their vision?
Definitely not. You won't put your all in to it. You would be simply going through the motion, not really caring about the outcome.
5. Agree or disagree with this statement, why or why not? "It is who you pay, not how you pay them!" Agreed. When you hire somebody, you want to hire somebody who is going to be self driven and passionate about what it is that they do. The book makes reference that if you have to closely supervise someone, that isn't the person for the job. It further mentioned that some people found different things to motivate them, in addition to being compensated in different ways. Some wanted cash, others wanted stock options.
6. Explain, "Rigorous, but not Ruthless"
This refers to mainly the practices of firing. The book reference that you should demand quality work from your staff, but you shouldn't be quick to simply fire people when the desire results aren't netted. This is a direct correlation to what my first Superintendent, Superintendent Dilworth, stated. He would often remind us never to let any of this stuff stress us out. He would frequently tell us to pick a time in the day or night we would stop working. Whatever didn't get done, it would get done another day. He stated that it has been proven that people don't work well under stress. It has absolutely no positive affect on a desired outcome. Once a job stops becoming fun, and becoming a job, you should quit. The book also makes reference to this in referring to the CEO who maintained a very well balanced home life. It stated that he was rarely if ever seen working after hours or at home. It also stated he believed and valued his family time above all, and it showed at the loved received at his funeral.

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Good to Great Chapter 3

Post by CAnderson on Thu Dec 08, 2016 11:35 pm

Please respond to the following statements with well thought out responses.

1. "There are going to be times when we can't wait for somebody. You're either on the bus or off!"

    Time waits for no man (or woman).  You have to be ready at a moment's notice and make quick but thoughtful decisions.  The author says "you get on the bus because of who else is on it".  If you're on it and stay on the bus, you are on it because you are one of the right people on the right bus on the right seat at the right time.  You can't wait for people to figure out if they're on, based on where the bus is going.  The bus has to get going.

2. " If there are people on the bus who want off the bus, what happens when the bus changes directions?"

    When the bus changes directions and you have the wrong people on the bus, the author says "you've got a problem".  They are quick to abandon ship.  If you have the right people, they are self-motivated and don't need to be "fired-up" by others.  Get the right people on the bus and it's no problem when you have to change directions for whatever reason.

3.  What is more important a vision or the organization?

    I think vision and the organization are equally as important.  It's just that one (vision) has to come before the other (organization).  You have to know or have an idea where you're going (vision) before you can get there.  You also have to have a plan and a group of people to execute the plan.

4. Is it easy to work for an organization when you don't believe in or support their vision?

    Personally, I don't feel that it's easy to work for an organization when you don't believe or support their vision.  A person should not have to compromise their values, beliefs, etc. in order to work for an organization.  They are or should be invested in the organization.  Find the right fit for you.  People have to support themselves financially; however, things should not boil down to just getting a paycheck.  You have to believe in what you are doing in order to get the most benefit.

5. Agree or disagree with this statement, why or why not? "It is who you pay, not how you pay them!"

    I agree.  It is who you pay, not how you pay them.  If you have the right people in the right job, they will be agreeable to the compensation.  They are or should be invested in the organization.  Begin with "who" not "what".  I'm sensing a theme here.

6. Explain, "Rigorous, but not Ruthless"

    Both are qualities that a leader may possess.  Ruthless has some of the qualities of rigor but is seen as a negative trait.  Ruthless leaders would do anything or almost anything to get ahead.  They lack concern for the welfare of others. As in business, rigorous is a term we use in education today.  It demonstrates standards that have to be adhered to.  Rigorous is the strength and determination of ruthless but without the negativity.  We should be rigorous in decisions but not ruthless in the implementation of those decisions.
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Re: GOOD TO GREAT! CHAPTER 3

Post by wojames on Fri Dec 09, 2016 5:15 pm

1.  "There are going to be times when we can't wait for somebody.  You're either on the bus or off!"  The right people don't need to be tightly managed or fired up; they will be self motivated by the inner drive to produce the best results and be part of creating something great; people who are on the bus will fall into this category.  If you have to wait for others, then apparently they are not fully committed to the philosophy yet and may never.  Waiting for them may only hinder the progress for the rest of the bus riders.



2.  "If there are people on the bus who want off the bus, what happens when the bus changes directions?"  Often times situations and circumstances will arise that will cause the bus to change directions.  The right people on the bus will be able to maneuver and adapt to any direction that the bus takes.  Due to the change, the people who wanted off the bus anyway will now have the option to make the necessary changes to remain on board or remove themselves from the bus.

3.  What is more important a vision or the organization?  A vision is more important than the organization. Without vision the organization is stagnant with nothing to work towards; thus, producing no growth, success,  for the organization or its employees.  

4.  It is easy to work for an organization when you don't believe in or support their vision?  No, it is not easy to work for an organization if you don't believe in or support their vision and it will be reflected in the quality of your work, attendance practices, as well as your personal demeanor.

5.  Agree or disagree with this statement, why or why not?  "It is who you pay, not how you pay them!"   I agree with this statement.  I'm sure  most teachers can't say that they made a career of teaching because of the pay, but because it is their true calling and it is what they are passionate about.  Unlike many other professions that pay its employees hefty salaries to begin with and add additional incentives for performance ratings, attendance, production, etc., teachers tend to stick to the education field because of their love for the profession and not the additional perks and bonuses.

6.  Explain, "Rigorous, but not Ruthless."  Rigorous involves strict and harsh conditions that can be endured with proper preparation.  Ruthless involves cruelty, no pity, and just an outright desire to make conditions impossible to endure.  According to Collins to be rigorous and not ruthless, means the best people need not worry about their positions and can fully focus on their work.
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Re: GOOD TO GREAT! CHAPTER 3

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