Summury of: Building Your Company`S Vision by James C. Collins and Jerry I. Porras
SUMMURY OF: Building Your Company`s vision By James C. Collins and Jerry I. Porras
Companies that enjoy enduring success have core values and a core purpose that remain fixed while their business strategies and practices endlessly adapt to a changing world. Examples include Hewlett-Packard, 3M, Johnson & Johnson, Proctor & Gamble, Merck, Sony, Motorola, and Nordstrom.
Truly great companies understand the difference between what should never change and what should be open for change, between what is genuinely sacred and what is not. This rare ability to manage continuity and change is closely linked to the ability to develop a vision. A well-conceived vision consists of two major components: core ideology and envisioned future.
Core Ideology
Core ideology defines the enduring character of an organization a consistent identity that transcends product or market life cycles, technological breakthroughs, management fads, and individual leaders. In fact, the most lasting and significant contribution of those who build visionary companies is the core ideology.
Core ideology provides the glue that holds an organization together as it grows, decentralizes, diversifies, expands globally, and develops workplace diversity. Any effective vision must embody the core ideology of the organization, which in turn consists of two distinct parts: core values, a system of guiding principles and tenets; and core purpose, the organization’s most fundamental reason for existence.
Core Values
Core values are the essential and enduring tenants of an organization, a small set of timeless guiding principles that require no external justification. To identify the core values of your own articulate more than five or six, chances are you are confusing core values with operating practice, business strategies, or cultural norms Upon evaluation, if circumstances changed and penalized us for holding a core value, would we still keep it? If we can’t
Companies that enjoy enduring success have core values and a core purpose that remain fixed while their business strategies and practices endlessly adapt to a changing world. Examples include Hewlett-Packard, 3M, Johnson & Johnson, Proctor & Gamble, Merck, Sony, Motorola, and Nordstrom.
Truly great companies understand the difference between what should never change and what should be open for change, between what is genuinely sacred and what is not. This rare ability to manage continuity and change is closely linked to the ability to develop a vision. A well-conceived vision consists of two major components: core ideology and envisioned future.
Core Ideology
Core ideology defines the enduring character of an organization a consistent identity that transcends product or market life cycles, technological breakthroughs, management fads, and individual leaders. In fact, the most lasting and significant contribution of those who build visionary companies is the core ideology.
Core ideology provides the glue that holds an organization together as it grows, decentralizes, diversifies, expands globally, and develops workplace diversity. Any effective vision must embody the core ideology of the organization, which in turn consists of two distinct parts: core values, a system of guiding principles and tenets; and core purpose, the organization’s most fundamental reason for existence.
Core Values
Core values are the essential and enduring tenants of an organization, a small set of timeless guiding principles that require no external justification. To identify the core values of your own articulate more than five or six, chances are you are confusing core values with operating practice, business strategies, or cultural norms Upon evaluation, if circumstances changed and penalized us for holding a core value, would we still keep it? If we can’t