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Good to Great BIZ

Good to Great BIZ

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03/18/2014

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Why Some Companies Make the Leap\u2026
and Others Don\u2019t

By
Jim Collins
Co-author of \u2018Built To Last\u2019

Random House, Inc, London 2001
ISBN: 0066620996
300 pages

Businesssummaries.com is a business book summaries service. Every week, it
sends out to subscribers a 9- to 12-page summary of a best-selling business
book chosen from among the hundreds of books printed out in the United States.
For more information, please go tohttp://www.bizsum.com.

WISDOM IN A NUTSHELL
Good To Great
Good To Great
Page 2
www.bizsum.com
\u00a92001, 2002 Copyright BusinessSummaries.com
The Big Idea

Collins and his team explore what goes into a company\u2019s transformation from mediocre to excellent. Based on empirical evidence and volumes of data, the team uncovers timeless principles on how the Good to Great companies produced sustained great results and achieved enduring greatness, evolving into companies that were indeed \u2018Built to Last\u2019.

Chapter One \u201cGood is the Enemy of Great\u201d
The companies that made the final cut into the \u2018Good to Great\u2019 study had to satisfy the following
criteria:

1. 15-year cumulative stock returns at or below the general stock market, punctuated by a transition point, then cumulative returns at least three times the market over the next 15 years, weeding out the \u2018one-hit-wonders\u2019 and the average tenure of CEOs, removing the possibility that the company would crumble without the same leader.

2. A company has to demonstrate a good-to-great pattern, independent of its industry.
THE GOOD TO GREAT COMPANIES
Abbott, Circuit City, Fannie Mae, Gillette, Kimberly-Clark, Kroger,
Nucor, Philip Morris, Pitney Bowes, Walgreens, and Wells Fargo.
Key Question:
What did the good-to-great companies share in common that distinguished them from the
comparison companies?
The Collins team buckles down and selects 2 sets of comparison companies:
1.Direct comparisons \u2013 Companies in the same industry with the same resources and
opportunities as the good-to-great group but showed no leap in performance.

Abbott versus Upjohn, Circuit City vs. Silo, Fannie Mae vs. Great Western, Gillette vs. Warner-Lambert, Kimberly-Clark vs. Scott Paper, Kroger vs. A&P, Nucor vs. Bethlehem Steel, Philip Morris vs. RJ Reynolds, Pitney Bowes vs. Addressograph, Walgreens vs. Eckerd, Wells Fargo vs. Bank of America

2.Unsustained comparisons \u2013 Companies that made a short-term shift from good to great
but failed to maintain the trajectory.
Burroughs, Chrysler, Harris, Hasbro, Rubbermaid, and Teledyne
The Research Method

Instead of beginning with a theory and setting out to prove it, the team made empirical deductions from data gathered. This book is the result of 6,000 articles, 2,000 pages of interview transcripts and about 10 people years of effort.

The Research Findings:

1. Ten out of eleven good-to-great company leaders or CEOs came from the inside. They were not outsiders hired in to \u2018save\u2019 the company. They were either people who worked many years at the company or were members of the family that owned the company.

2. The data does not support any link to executive compensation in the process of going
from good to great.
3. Strategy per se did not separate the good to great companies from the comparison
groups.
4. Good to great companies focus on what Not to do and what they should stop doing.
Good To Great
Page 3
www.bizsum.com
\u00a92001, 2002 Copyright BusinessSummaries.com
5. Technology has nothing to do with the transformation from good to great. It may help

accelerate it but is not the cause of it.
6. Mergers and acquisitions do not cause a transformation from good to great.
7. Good to great companies paid little attention to managing change or motivating people.

Under the right conditions, these problems would naturally go away.
8. Good to great transformations did not need any new name, tagline, or launch program.
The leap was in the performanceresults, not a revolutionary process.
9. Greatness is not a function of circumstance; it is clearly a matter of conscious choice.
The Framework
The Research Team designed this framework as a flywheel where build-up leads towards
breakthrough.
Three Stages of Breakthrough
1. Disciplined People
\u2022Level 5 Leadership
\u2022First Who, Then What
2. Disciplined Thought
\u2022Confront the Brutal Facts
\u2022Hedgehog Concept
3. Disciplined Action
\u2022Culture of Discipline
\u2022Technology Accelerators

Why The Quest for Good to Great
Good to Great answers the search for enduring excellence. It is not just a business problem; it\u2019s a
human problem. The principles within this book can be applied to other organizations, not just
business enterprises. Good schools can learn to become great schools. Good government
agencies can learn to be great government agencies.

Chapter Two \u201cLevel 5 Leadership\u201d

Level 5 leaders channel their ego needs away from themselves and into the larger goal of
building a great company. Their ambition is first and foremost for the institution/organization, not
themselves.

Level 1 Highly Capable Individual
Makes productive contributions through talent, knowledge, skills, and good work habits
Level 2 Contributing Team Member
Contribute individual capabilities to the group objective, works well in a group setting
Level 3 Competent Manager
Organizes people and resources toward efficient and effective pursuit of objectives
Level 4 Effective Leader
Catalyst, vigorous pursuit of vision, stimulates higher performance standards
Level 5 Executive
Builds enduring greatness through a paradoxical blend of personal humility and professional will

David Maxwell of Fannie Mae, Darwin Smith of Kimberly-Clark, and Colman Mockler of Gillette exemplify a key trait of Level 5 leaders: ambition for the company and concern for its success rather than one\u2019s own personal fortune. They think not in terms of \u201cI\u201d but \u201cWe\u201d.

Level 5 = Humility + Professional Will + Modesty + Resolve + Determination

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