Core Competence Quotes

We are just proceeding adaptively to leverage our core competencies.

Never outsource your core competency.

Kindness is a core competency for managers. If a manager isn't willing or able to be nice, they're a threat to company culture.

Grasping the company's core competencies, competitive advantages, and sources of revenue is essential for strategic decision- making.

Know your core competencies and focus on being great at them.

A common mistake in strategy is to choose the same core competences as everyone else in your industry.

Every organisation, not just business, needs 1 core competence: Tactical execution

The organization's long-term success is based on a set of differentiated capabilities and its core competency.

A core competency is a combination and harmonization of multiple capabilities with a focus.

White trash had a way of finding their graves. Along with wife beating and beer sucking, dying was probably their only core competency.

the right job leverages your core competencies—things you do best and enjoy—and meets certain working conditions, including autonomy and being challenged to the extent of your abilities.

Though you will save many hours by seizing control of your calendar, and clearing away non-core-competency activities, in the long run, the best way to create more time is to actually get better at your professional craft.

Don’t strive to be a well-rounded leader. Instead, discover your zone and stay there. Then delegate everything else. Admitting a weakness is a sign of strength. Acknowledging weakness doesn’t make a leader less effective. Everybody in your organization benefits when you delegate responsibilities that fall outside your core competency. Thoughtful delegation will allow someone else in your organization to shine. Your weakness is someone’s opportunity. Leadership is not always about getting things done “right.” Leadership is about getting things done through other people. The people who follow us are exactly where we have led them. If there is no one to whom we can delegate, it is our own fault. As a leader, gifted by God to do a few things well, it is not right for you to attempt to do everything. Upgrade your performance by playing to your strengths and delegating your weaknesses. There are many things I can do, but I have to narrow it down to the one thing I must do. The secret of concentration is elimination. Devoting a little of yourself to everything means committing a great deal of yourself to nothing. My competence in these areas defines my success as a pastor. A sixty-hour workweek will not compensate for a poorly delivered sermon. People don’t show up on Sunday morning because I am a good pastor (leader, shepherd, counselor). In my world, it is my communication skills that make the difference. So that is where I focus my time. To develop a competent team, help the leaders in your organization discover their leadership competencies and delegate accordingly. Once you step outside your zone, don’t attempt to lead. Follow. The less you do, the more you will accomplish. Only those leaders who act boldly in times of crisis and change are willingly followed. Accepting the status quo is the equivalent of accepting a death sentence. Where there’s no progress, there’s no growth. If there’s no growth, there’s no life. Environments void of change are eventually void of life. So leaders find themselves in the precarious and often career-jeopardizing position of being the one to draw attention to the need for change. Consequently, courage is a nonnegotiable quality for the next generation leader. The leader is the one who has the courage to act on what he sees. A leader is someone who has the courage to say publicly what everybody else is whispering privately. It is not his insight that sets the leader apart from the crowd. It is his courage to act on what he sees, to speak up when everyone else is silent. Next generation leaders are those who would rather challenge what needs to change and pay the price than remain silent and die on the inside. The first person to step out in a new direction is viewed as the leader. And being the first to step out requires courage. In this way, courage establishes leadership. Leadership requires the courage to walk in the dark. The darkness is the uncertainty that always accompanies change. The mystery of whether or not a new enterprise will pan out. The reservation everyone initially feels when a new idea is introduced. The risk of being wrong. Many who lack the courage to forge ahead alone yearn for someone to take the first step, to go first, to show the way. It could be argued that the dark provides the optimal context for leadership. After all, if the pathway to the future were well lit, it would be crowded. Fear has kept many would-be leaders on the sidelines, while good opportunities paraded by. They didn’t lack insight. They lacked courage. Leaders are not always the first to see the need for change, but they are the first to act. Leadership is about moving boldly into the future in spite of uncertainty and risk. You can’t lead without taking risk. You won’t take risk without courage. Courage is essential to leadership.

It is very difficult to go through life when your core belief about yourself is that you are incompetent and do not count. When you have no sense of your own value, you are like a leaf in the wind, dependent on what others think of you to know who you are. In order to attain a better quality of life, it is imperative that your loved one develop a sense of mastery, competency, and respect for himself.

You have multiple core competencies with surprisingly minimal Venn.

Got what?” Pete Starling asked, over the video link. “Am I missing something?” “No,” Dinah said. “We are just proceeding adaptively to leverage our core competencies.

Death to Core Competency,” suggests that whatever a company’s specialty product or service might be—whatever got you to where you are today—might not be the thing that gets you to the next level.

Fewer than one in twenty security professionals has the core competence and the foundation knowledge to take a system all the way from a completely unknown state of security through mapping, vulnerability testing, password cracking, modem testing, vulnerability patching, firewall tuning, instrumentation, virus detection at multiple entry points, and even through back-ups and configuration management.

The nature of conspiracy, which among those who both feared and named it, seemed to always possess at its core a misguided belief in the competence of others, as weighed against the incapacities, real or imagined, of the believer. Therefore, he concluded, the belief in conspiracy was an announcement of the believer's own sense of utter helplessness in the face of forces both mysterious and fatally efficient.

. The whole idea of heaven and hell is a perfect illustration of just how the core of Christian doctrine is antithetical to reason, rationality and even life. It elevates ignorance and non-productivity and suppresses creative and innovative thought. One competent scientist is worth more than a thousand evangelists.

The wording does not come naturally in this bastard language of Sabir, but Moseh’s plan was to synergistically leverage the value-added of diverse core competencies into a virtual entity whose whole was more than the sum of its parts…

It happens because we are conditioned to negotiate for protection! It’s understandable. We never learned a core competence for effective living—making agreements for results that embrace others as real partners with whom we want to succeed.

Removing the thought about the rotten feather, for now, Yuan calms his core, inhaling prana—the source energy from air. The animal’s wound healing. All the rabbits turn their necks now, watching him. At last, he deserves attention. They run to the Monk; jumping; climbing along the layered folds of his dark shawl; settling on his lap, thighs, and shoulders; competing with one another for the healing energy; seeking a share of the purity coming from the highest possible evolution in the universe. A monk’s purity procured through strict abstention won’t stain. Even a dead bird’s foul feather can’t tinge it.

It’s Simple: Identify the core competencies within your organization. Develop a plan to inspect these areas on a regularly scheduled basis. Show up during an inspection to ensure the rank and file understand that you, the leader, value the process and their efforts.

by trying lots of things you think you might enjoy, you will learn more about yourself, and what you are actually good at, what might be your core competencies, and which of the biggies are worth going for. You may be shocked by what you discover. This is why you just have to keep an open mind and try things.

A society that fails to value communality — our need to belong, to care for one another, and to feel caring energy flowing toward us — is a society facing away from the essence of what it means to be human. Pathology cannot but ensue. To say so is not a moral assertion but an objective assessment. "When people start to lose a sense of meaning and get disconnected, that's where disease comes from, that's where breakdown in our health — mental, physical, social health — occurs," the psychiatrist and neuroscientist Bruce Perry told me. If a gene or virus were found that caused the same impacts on the population's well-being as disconnection does, news of it would bellow from front-page headlines. Because it transpires on so many levels and so pervasively, we almost take it for granted; it is the water we swim in. We are steeped in the normalized myth that we are, each of us, mere individuals striving to attain private goals. The more we define ourselves that way, the more estranged we become from vital aspects of who we are and what we need to be healthy. Among psychologists there is a wide-ranging consensus about what our core needs consist of. These have been variously listed as: - belonging, relatedness, or connectedness; - autonomy: a sense of control in one's life; - mastery or competence; - genuine self-esteem, not dependent on achievement, attainment, acquisition, or valuation by others; - trust: a sense of having the personal and social resources needed to sustain one through life; - purpose, meaning, transcendence: knowing oneself as part of something larger than isolated, self-centered concerns, whether that something is overtly spiritual or simply universal/humanistic, or, given our evolutionary origins, Nature. "The statement that the physical and mental life of man, and nature, are interdependent means simply that nature is interdependent with itself, for man is a part of nature." So wrote a twenty-six-year-old Karl Marx in 1844. None of this tells you anything you don't already know or intuit. You can check your own experience: What's it like when each of the above needs is met? What happens in your mind and body when it's lacking, denied, or withdrawn?

An outcast has all possibilities of greatness.. Rejected, he has nothing to lose while using his talents.. Competing with his own talents and only against himself...

When you try to exercise authority within a department that is outside your core competencies, you will hinder everything and everyone under your watch. If you fail to distinguish between authority and competence, you will exert your influence in ways that damage projects and people. To put it bluntly, there are things you are responsible for that you should keep your nose out of.

My spirit mirrors the radiance of a clear, blue sky. With closed eyes I lift my face and smile, warmed from the core and from above. All hopes and dreams compete with this endless expanse of heaven, desiring the clock of eternity. I reach with my hands―frenziedly achieving―attempting to learn and do all. Yet I understand the humble truth; a drop of rain shall amount to my contribution among all the droplets in the vast ocean of human history. It is a pure and precious tear that seeps from my efforts....my existence. Taste how sweet! It is all that I have, given willingly.

For example, in order to identify these schemas or clarify faulty relational expectations, therapists working from an object relations, attachment, or cognitive behavioral framework often ask themselves (and their clients) questions like these: 1. What does the client tend to want from me or others? (For example, clients who repeatedly were ignored, dismissed, or even rejected might wish to be responded to emotionally, reached out to when they have a problem, or to be taken seriously when they express a concern.) 2. What does the client usually expect from others? (Different clients might expect others to diminish or compete with them, to take advantage and try to exploit them, or to admire and idealize them as special.) 3. What is the client’s experience of self in relationship to others? (For example, they might think of themselves as being unimportant or unwanted, burdensome to others, or responsible for handling everything.) 4. What are the emotional reactions that keep recurring? (In relationships, the client may repeatedly find himself feeling insecure or worried, self-conscious or ashamed, or—for those who have enjoyed better developmental experiences—perhaps confident and appreciated.) 5. As a result of these core beliefs, what are the client’s interpersonal strategies for coping with his relational problems? (Common strategies include seeking approval or trying to please others, complying and going along with what others want them to do, emotionally disengaging or physically withdrawing from others, or trying to dominate others through intimidation or control others via criticism and disapproval.) 6. Finally, what kind of reactions do these interpersonal styles tend to elicit from the therapist and others? (For example, when interacting together, others often may feel boredom, disinterest, or irritation; a press to rescue or take care of them in some way; or a helpless feeling that no matter how hard we try, whatever we do to help disappoints them and fails to meet their need.)

A few months ago on a school morning, as I attempted to etch a straight midline part on the back of my wiggling daughter's soon-to-be-ponytailed blond head, I reminded her that it was chilly outside and she needed to grab a sweater. "No, mama." "Excuse me?" "No, I don't want to wear that sweater, it makes me look fat." "What?!" My comb clattered to the bathroom floor. "Fat?! What do you know about fat? You're 5 years old! You are definitely not fat. God made you just right. Now get your sweater." She scampered off, and I wearily leaned against the counter and let out a long, sad sigh. It has begun. I thought I had a few more years before my twin daughters picked up the modern day f-word. I have admittedly had my own seasons of unwarranted, psychotic Slim-Fasting and have looked erroneously to the scale to give me a measurement of myself. But these departures from my character were in my 20s, before the balancing hand of motherhood met the grounding grip of running. Once I learned what it meant to push myself, I lost all taste for depriving myself. I want to grow into more of a woman, not find ways to whittle myself down to less. The way I see it, the only way to run counter to our toxic image-centric society is to literally run by example. I can't tell my daughters that beauty is an incidental side effect of living your passion rather than an adherence to socially prescribed standards. I can't tell my son how to recognize and appreciate this kind of beauty in a woman. I have to show them, over and over again, mile after mile, until they feel the power of their own legs beneath them and catch the rhythm of their own strides. Which is why my parents wake my kids early on race-day mornings. It matters to me that my children see me out there, slogging through difficult miles. I want my girls to grow up recognizing the beauty of strength, the exuberance of endurance, and the core confidence residing in a well-tended body and spirit. I want them to be more interested in what they are doing than how they look doing it. I want them to enjoy food that is delicious, feed their bodies with wisdom and intent, and give themselves the freedom to indulge. I want them to compete in healthy ways that honor the cultivation of skill, the expenditure of effort, and the courage of the attempt. Grace and Bella, will you have any idea how lovely you are when you try? Recently we ran the Chuy's Hot to Trot Kids K together as a family in Austin, and I ran the 5-K immediately afterward. Post?race, my kids asked me where my medal was. I explained that not everyone gets a medal, so they must have run really well (all kids got a medal, shhh!). As I picked up Grace, she said, "You are so sweaty Mommy, all wet." Luke smiled and said, "Mommy's sweaty 'cause she's fast. And she looks pretty. All clean." My PRs will never garner attention or generate awards. But when I run, I am 100 percent me--my strengths and weaknesses play out like a cracked-open diary, my emotions often as raw as the chafing from my jog bra. In my ultimate moments of vulnerability, I am twice the woman I was when I thought I was meant to look pretty on the sidelines. Sweaty and smiling, breathless and beautiful: Running helps us all shine. A lesson worth passing along.

Switches among identities occur in response to changes in emotional state or to environmental demands, resulting in another identity emerging to assume control. Because different identities have different roles, experiences, emotions, memories, and beliefs, the therapist is constantly contending with their competing points of view. Helping the identities to be aware of one another as legitimate parts of the self and to negotiate and resolve their conflicts is at the very core of the therapeutic process. It is countertherapeutic for the therapist to treat any alternate identity as if it were more “real” or more important than any other. Guidelines for Treating Dissociative Identity Disorder in Adults, Third Revision

Economics itself offers a parallel that explains why this integration affects creativity. Clay Christensen has written about the “Innovator’s Dilemma”: the fact that large traditional firms find it rational to ignore new, breakthrough technologies that compete with their core business. The same analysis could help explain why large, traditional media companies will undermine our tradition of free culture. The property right that is copyright is no longer the balanced right that it was, or was intended to be. The property right that is copyright has become unbalanced, tilted toward an extreme. The opportunity to create and transform becomes weakened in a world in which creation requires permission and creativity must check with a lawyer.

you’ll need to figure out what you want to do during your 168 hours. Many of us have no idea; one of the benefits of claiming to be overworked or starved for time is that it lets you off the hook for dealing with the burden of choice. From interviewing people who love their lives, I’ve found that these people focus, as much as possible, in the work and personal spheres, on what I call their core competencies. These are the things they do best, and that others cannot do nearly as well or can’t do at all.

A simple idea, therefore, is one that finds the core of the problem. It takes no special talent to see the complex in the complex. Cutting through the clutter to see the simple in the complex is what distinguishes great scientists from the merely competent.

BOWLS OF FOOD Moon and evening star do their slow tambourine dance to praise this universe. The purpose of every gathering is discovered: to recognize beauty and love what’s beautiful. “Once it was like that, now it’s like this,” the saying goes around town, and serious consequences too. Men and women turn their faces to the wall in grief. They lose appetite. Then they start eating the fire of pleasure, as camels chew pungent grass for the sake of their souls. Winter blocks the road. Flowers are taken prisoner underground. Then green justice tenders a spear. Go outside to the orchard. These visitors came a long way, past all the houses of the zodiac, learning Something new at each stop. And they’re here for such a short time, sitting at these tables set on the prow of the wind. Bowls of food are brought out as answers, but still no one knows the answer. Food for the soul stays secret. Body food gets put out in the open like us. Those who work at a bakery don’t know the taste of bread like the hungry beggars do. Because the beloved wants to know, unseen things become manifest. Hiding is the hidden purpose of creation: bury your seed and wait. After you die, All the thoughts you had will throng around like children. The heart is the secret inside the secret. Call the secret language, and never be sure what you conceal. It’s unsure people who get the blessing. Climbing cypress, opening rose, Nightingale song, fruit, these are inside the chill November wind. They are its secret. We climb and fall so often. Plants have an inner Being, and separate ways of talking and feeling. An ear of corn bends in thought. Tulip, so embarrassed. Pink rose deciding to open a competing store. A bunch of grapes sits with its feet stuck out. Narcissus gossiping about iris. Willow, what do you learn from running water? Humility. Red apple, what has the Friend taught you? To be sour. Peach tree, why so low? To let you reach. Look at the poplar, tall but without fruit or flower. Yes, if I had those, I’d be self-absorbed like you. I gave up self to watch the enlightened ones. Pomegranate questions quince, Why so pale? For the pearl you hid inside me. How did you discover my secret? Your laugh. The core of the seen and unseen universes smiles, but remember, smiles come best from those who weep. Lightning, then the rain-laughter. Dark earth receives that clear and grows a trunk. Melon and cucumber come dragging along on pilgrimage. You have to be to be blessed! Pumpkin begins climbing a rope! Where did he learn that? Grass, thorns, a hundred thousand ants and snakes, everything is looking for food. Don’t you hear the noise? Every herb cures some illness. Camels delight to eat thorns. We prefer the inside of a walnut, not the shell. The inside of an egg, the outside of a date. What about your inside and outside? The same way a branch draws water up many feet, God is pulling your soul along. Wind carries pollen from blossom to ground. Wings and Arabian stallions gallop toward the warmth of spring. They visit; they sing and tell what they think they know: so-and-so will travel to such-and-such. The hoopoe carries a letter to Solomon. The wise stork says lek-lek. Please translate. It’s time to go to the high plain, to leave the winter house. Be your own watchman as birds are. Let the remembering beads encircle you. I make promises to myself and break them. Words are coins: the vein of ore and the mine shaft, what they speak of. Now consider the sun. It’s neither oriental nor occidental. Only the soul knows what love is. This moment in time and space is an eggshell with an embryo crumpled inside, soaked in belief-yolk, under the wing of grace, until it breaks free of mind to become the song of an actual bird, and God.

Core competence, as it is used by many managers, is a dangerously inward-looking notion. Competitiveness is far more about doing what customers value than doing what you think you’re good at. And staying competitive as the basis of competition shifts necessarily requires a willingness and ability to learn new things rather than clinging hopefully to the sources of past glory. The challenge for incumbent companies is to rebuild their ships while at sea, rather than dismantling themselves plank by plank while someone else builds a new, faster boat with what they cast overboard as detritus.

You didn’t warn us about this, Readier,’ said Stowley resentfully. Gilt waved his hands. ‘We must speculate to accumulate!’ he said. ‘The Post Office? Trickery and sleight of hand. Oh, von Lipwig is an ideas man, but that’s all he is. He’s made a splash, but he’s not got the stamina for the long haul. Yet as it turns out he will do us a favour. Perhaps we have been . . . a little smug, a little lax, but we have learned our lesson! Spurred by the competition we are investing several hundred thousand dollars—’ ‘Several hundred?’ said Greenyham. Gilt waved him into silence, and continued: ‘—several hundred thousand dollars in a challenging, relevant and exciting systemic overhaul of our entire organization, focusing on our core competencies while maintaining full and listening co-operation with the communities we are proud to serve. We fully realize that our energetic attempts to mobilize the flawed infrastructure we inherited have been less than totally satisfactory, and hope and trust that our valued and loyal customers will bear with us in the coming months as we interact synergistically with change management in our striving for excellence. That is our mission.’ An awed silence followed.

Identify your core competencies. There are the things you do best, and that other people cannot do nearly as well. If you’re in the right job—one that taps your intrinsic motivations, gives you lots of autonomy, and challenges you to the extent of your abilities—one of these will probably be the substance of your paid work. Others likely include nurturing your family members and other loved ones, and nurturing your own soul, brain, and body in ways that you excel at and enjoy. Make a list of your core competencies. How many of your 168 hours are you devoting to these things? How many are you devoting to other things?

I suppose the attitude of the vast majority of people is 'Whats the hurry to do anything at all?' Most people have a job that gives them money and time off to enjoy it. Take the kids to the country, relax. Whats wrong with the way things are? I mean technology may have caused problems, but it's always solved them, hasn't it? We are healthier, and better off, and better dressed, and cleverer, and having more fun than anyone in history. And it's been good old inventive genius that's given us all this, so lets have more of the same. Tomorrow has always been better than today, so why should things suddenly be any different?... That's fine if your'e prepared to put up with a rate of change that makes today's breakneck pace look like a snail out for a walk. And a world more interdependent than it is now. and a level of specialization even more incomprehensible than it is now. And a growing avalanche of innovations each one competing with the other for the steadily shrinking amount of time there will be to make decisions about them. And a growing number of bureaucrats to process and handle those decisions. And outside this maelstrom, this core of decision making, way outside, cut off, the people who don't understand whats going on, and who wouldn't understand even if they got in to find out.

Fr. Michael Scanlon, in his book Inner Healing, states that, “We have an attitudinal life which operates from the very core of our being. . . . This life determines broad general patterns of relating to others and to God.” He then speaks of five different problem patterns that alert him to a need to pray for what he calls a “heart healing.” These are: 1) A judgmental spirit that is harsh and demanding on self and others. 2) A strong perfectionist attitude demanding the impossible from self and others. 3) A strong pattern of fearing future events. 4) A sense of aloneness and abandonment in times of decision. 5) A preoccupation with one’s own guilt and a compulsion to compete for position and success.[4]

How difficult was it during the first few seasons of Dancing with the Stars when you were competing against Mark and Julianne? It wasn’t hard for me because we competed against each other growing up. Those days, it was hard-core competition. This felt a little more like fun competition for us. But when Julianne beat us that first season, Mark and I both said, “Well, that feels weird!

Lacking adequate parental support or connection, many emotionally deprived children are eager to leave childhood behind. They perceive that the best solution is to grow up quickly and become self-sufficient. These children become competent beyond their years but lonely at their core. They often jump into adulthood prematurely, getting jobs as soon as they can, becoming sexually active, marrying early, or joining the service.

Hitler had not originally wanted to host the games at all. Almost everything about the idea, in fact, had offended him. The year before, he had damned the games as the invention of “Jews and Freemasons.” The very heart of the Olympic ideal—that athletes of all nations and all races should commingle and compete on equal terms—was antithetical to his National Socialist Party’s core belief: that the Aryan people were manifestly superior to all others. And he was filled with revulsion by the notion that Jews, Negroes, and other vagabond races from around the world would come traipsing through Germany.

If we construct an economy where quantities are controlled, based on the belief there is never enough for all, then we must compete to determine the winners. We begin this with grades in the first grade. There is the presumption that competition is essential and so there must be a normal distribution of grades. All students cannot receive high marks. If I get an A, someone in the class must perform poorly. It is an early lesson in how the marketplace ideology works. In a community organized around abundance, competition will occur, but it is not built into the system as a core design element. In a neighborly culture, the abundance of resources becomes the design element

FIRST WAVE: SELF TRUST The first wave, Self Trust, deals with the confidence we have in ourselves—in our ability to set and achieve goals, to keep commitments, to walk our talk—and also with our ability to inspire trust in others. The whole idea is to become, both to ourselves and to others, a person who is worthy of trust. The key principle underlying this wave is credibility, which comes from the Latin root credere, meaning “to believe.” In this first wave, we will explore the “4 Cores of Credibility,” where we will discuss ways to increase our credibility in order to firmly establish trust with ourselves and with others. The end result of high character and high competence is credibility, judgment, and influence.

Situated in the center of family values debates is an imagined traditional family ideal. Formed through a combination of marital and blood ties, "normal" families should consist of heterosexual, racially homogeneous couples who produce their own biological children. Such families should have a specific authority structure, namely, a father-head earning an adequate family wage, a stay-at-home wife and mother, and children. Idealizing the traditional family as a private haven from a public world, family is seen as being held together through primary emotional bonds of love and caring. assuming a relatively fixed sexual division of labor, wherein women's roles are defined as primarily in the home with men's in the public world of work, the traditional family ideal also assumes the separation of work and family. Defined as a natural or biological arrangement based on heterosexual attraction, instead this monolithic family type is actually supported by government policy. It is organized not around a biological core, but a state-sanctioned, heterosexual marriage that confers legitimacy not only on the family structure itself but on children born in this family. In general, everything the imagined traditional family ideal is thought to be, African-American families are not. Two elements of the traditional family ideal are especially problematic for African-American women. First, the assumed split between the "public" sphere of paid employment and the "private" sphere of unpaid family responsibilities has never worked for U.S. Black women. Under slavery, U.S. Black women worked without pay in the allegedly public sphere of Southern agriculture and had their family privacy routinely violated. Second, the public/private binary separating the family households from the paid labor market is fundamental in explaining U.S. gender ideology. If one assumes that real men work and real women take care of families, then African-Americans suffer from deficient ideas concerning gender. in particular, Black women become less "feminine," because they work outside the home, work for pay and thus compete with men, and their work takes them away from their children. Framed through this prism of an imagined traditional family ideal, U.S. Black women's experiences and those of other women of color are typically deemed deficient. Rather than trying to explain why Black women's work and family patterns deviate from the seeming normality of the traditional family ideal, a more fruitful approach lies in challenging the very constructs of work and family themselves. Understandings of work, like understandings of family, vary greatly depending on who controls the definitions.

Our internalized oppression has at its core the most unshakeable, almost unconscious conviction that we deserve our condition because we are inferior in every way; we cannot rule our own lives, we must depend on men for everything, and must therefore please them, because we have no personal power and are incompetent, unattractive, stupid. Name something positive and we're not it. But men are. Every positive attribute finds its home in maleness. So we compete for the recognition and love of these demigods, their affirmation of the only affirmations we value. We try to win their acceptance and respect by repudiating that about ourselves—about women—which is different from them, emulating them, becoming more like them, always doing obeisance to their power structures, constantly reassuring them in hundreds of ways, large and small, that they needn't worry; we have no knowledge of the vast power within ourselves and no intention of finding out about it and using it.

Introversion—along with its cousins sensitivity, seriousness, and shyness—is now a second-class personality trait, somewhere between a disappointment and a pathology. Introverts living under the Extrovert Ideal are like women in a man’s world, discounted because of a trait that goes to the core of who they are. Extroversion is an enormously appealing personality style, but we’ve turned it into an oppressive standard to which most of us feel we must conform. The Extrovert Ideal has been documented in many studies, though this research has never been grouped under a single name. Talkative people, for example, are rated as smarter, better-looking, more interesting, and more desirable as friends. Velocity of speech counts as well as volume: we rank fast talkers as more competent and likable than slow ones. The same dynamics apply in groups, where research shows that the voluble are considered smarter than the reticent—even though there’s zero correlation between the gift of gab and good ideas.

The climate for relationships within an innovation group is shaped by the climate outside it. Having a negative instead of a positive culture can cost a company real money. During Seagate Technology’s troubled period in the mid-to-late 1990s, the company, a large manufacturer of disk drives for personal computers, had seven different design centers working on innovation, yet it had the lowest R&D productivity in the industry because the centers competed rather than cooperated. Attempts to bring them together merely led people to advocate for their own groups rather than find common ground. Not only did Seagate’s engineers and managers lack positive norms for group interaction, but they had the opposite in place: People who yelled in executive meetings received “Dog’s Head” awards for the worst conduct. Lack of product and process innovation was reflected in loss of market share, disgruntled customers, and declining sales. Seagate, with its dwindling PC sales and fading customer base, was threatening to become a commodity producer in a changing technology environment. Under a new CEO and COO, Steve Luczo and Bill Watkins, who operated as partners, Seagate developed new norms for how people should treat one another, starting with the executive group. Their raised consciousness led to a systemic process for forming and running “core teams” (cross-functional innovation groups), and Seagate employees were trained in common methodologies for team building, both in conventional training programs and through participation in difficult outdoor activities in New Zealand and other remote locations. To lead core teams, Seagate promoted people who were known for strong relationship skills above others with greater technical skills. Unlike the antagonistic committees convened during the years of decline, the core teams created dramatic process and product innovations that brought the company back to market leadership. The new Seagate was able to create innovations embedded in a wide range of new electronic devices, such as iPods and cell phones.

There is a simple, but powerful, insight at the core of our theory: customers don’t buy products or services; they pull them into their lives to make progress.

A recent article in Fast Company pointed out that a11 number of today’s leading companies—Nike, Apple, Netflix—have increasingly been finding success by moving outside their primary area of expertise. The article, with the provocative headline “Death to Core Competency,” suggests that whatever a company’s specialty product or service might be—whatever got you to where you are today—might not be the thing that gets you to the next level.

But business leaders sometimes find themselves thrust back into questioning mode during dire or dynamic times, when those rules and methods they’ve come to rely on no longer work. Such is the case in today’s business market, where the speed of, and need for, innovation has been ratcheted up—forcing some companies to ask bigger and more fundamental questions than they’ve asked in years about everything from the company’s identity, to its mission, to a reexamination of who the customer is and what the core competencies should be. Much of it boils down to a fundamental question that a lot of companies find themselves asking right now: With all that’s changing in the world and in our customers’ lives, what business are we really in?

The goal of education is to teach children to become adults who can handle complex ideas, in uncertain situations , with confidence. We feel confident when we can competently manage words and ideas. Successful education ought to propel a

An advantage of a classical education is that our competencies define us more than our job title. Parents recognize that the world has changed and that their children need to acquire basic skills that enable them to function anywhere in a variety of careers. We need to offer children a broad, freeing education that allows them to think well and to be lifelong learners. Children need to be prepared for any challenge, even for job opportunities that may not exist until well into the future.

CHECK YOURSELF: TWELVE CORE MANAGEMENT COMPETENCIES Maintaining and raising quality_________________ Developing and improving systems______________ Coaching employee performance_________________ Communicating across the organization____________________________________________ Collaborating across the organization_________________________________________________ Resolving conflicts______________________ Building employee motivation_________________ Leading with emotional intelligence_________________ Building teams and team performance____________________________________________________ Managing change_____________________________ Managing your time and priorities________________ Working with ethics and integrity_________________

In order to spend as much time as possible focusing on your core competencies, you’re going to need to get rid of things that you don’t do best, and that other people can do as well or better.

You can compress time spent on non-core-competency activities with a three-part strategy: • Ignore it • Minimize it, or • Outsource it

Fill in your 168 hours with blocks of core-competency time. Broadly, figure out what hours you would like to be working, sleeping, nurturing your family and friends, and nurturing yourself—for example, engaging in structured leisure activities such as exercise, volunteering, or participating in religious activities. For longer-term projects on your “List of 100 Dreams,” schedule in the blocks of time associated with each actionable step.

Broadcast operated under the FCC’s fairness doctrine, whose core requirements were that broadcasters cover matters of public importance and that they do so fairly, mostly in the sense that they air competing positions.

The do-as-I-say-and-not-as-I-do mentality is damaging to the morale of the team and damages your credibility as the leader. This

One barrier could entail time restraint. It does require some time to identify the tasks completed and determine who would be best suited for the task. Also, you must factor in training the individual. Consider this as mentoring or developing the team member. Start thinking of delegation as growth of the individual team member and less of a burden on you.

Management is doing the things right; leadership is doing the right things.

When considering tasks to delegate, you should also consider tasks that aren’t appropriate to delegate. Tasks that have unclear objectives, high stakes, rely on your unique skills, or a personal growth opportunity should be completed by you. Once you identify the tasks, it is easier to identify the person. Now, we recognize delegation as growth opportunities for our team. We must also consider the skill sets for the tasks. Take a moment to identify the skills and competencies needed. Consider the individual and assess based on the following: skills, strengths, reliability, workload, and development potential. As the tasks are delegated, keep the individuals’ skills in mind. This will be a new endeavor for them and require you to build their self-confidence.  This is why strength-and-skills matching is important. Set clear goals and routine check-ins. Also provide good feedback to the individuals on the progress

Also, on the implementation of a strict travel provision, the leader cannot stay at the swankiest hotel in the city or initiate strict spending and purchase a luxury car.

Our core competencies did not extend to either end of the value chain. Steve did not let this get in the way. In one of our meetings, he said that a typical company that wanted to grow would take stock of its existing capabilities and ask, “What can we do next with our skill set?” He emphasized that Amazon’s approach was always to start from the customer and work backwards. We would figure out what the customers’ needs were and then ask ourselves, “Do we have the skills necessary to build something that meets those needs? If not, how can we build or acquire them?” Once we determined what was necessary to create value for our customers and to differentiate ourselves from our competitors, we didn’t let our lack of ability deter us from achieving this important end result—our own device.

Tencent had two core competencies: capital and traffic volume. ‘There’s a lot of great entrepreneurs outside, and if you turn every single one of them into your enemy, it’s not a good thing. As a company you can’t actually hire these entrepreneurs, so what are you going to do? Investment is actually the best way to get a piece of their action.’ This became the breakthrough in Tencent’s new strategy: from then on, the company would embark on a new chapter by becoming an incubator for startups, instead of a killer. It would invest in them, often by taking minority stakes, and grow an ecosystem of companies.

What is Outsourcing? "Outsourcing" is the short form of the English word Outside Resourcing. The term outsourcing was first coined around 1989 and was first seen as a business strategy. Later in the 1990s, this subject was included as an important component of business economics. Since then people started to have various interests in outsourcing. Out means 'Outside' and source means 'Source'. In other words, the whole meaning of Outsourcing is "to bring work from an external source". Here are the key aspects of outsourcing: 1. Opportunities: It can encompass a wide range of functions including customer support, information technology services, human resources functions, manufacturing, accounting, marketing, and more. 2. Benefits: Outsourcing offers several benefits including cost savings, access to specialized skills and technology, increased efficiency, scalability, and ability to focus on core competencies. 3. Global Reach: Outsourcing is not restricted by geographical boundaries. That's why companies can engage service providers from around the world to access global talent pools and cost advantages. 4. Types of Outsourcing: Outsourcing can be divided into several categories. Such as Business Process Outsourcing (BPO), Information Technology Outsourcing (ITO), Knowledge Process Outsourcing (KPO), and many more depending on the nature of the service being outsourced. 5. Challenges: Although outsourcing can offer many benefits. It also presents challenges related to data security, communication, cultural differences, and the need for effective management of outsourcing relationships. 6. Outsourcing model: Companies can choose from several outsourcing models, including offshoring (outsourcing to a service provider in another country), nearshoring (outsourcing to a service provider in a nearby country), and onshoring (outsourcing to a service provider within the same country). Outsourcing means the process of taking the work of an organization or company from an external source. For example – “You Can't find any qualified person within the company to do a job in your company. So you offer some money to an outside freelancer to do the job and he agrees to do the job. Well, that's called outsourcing”. Simply put, outsourcing is basically the payment you pay a freelancer to do the work they are good at.

What is Outsourcing? "Outsourcing" is the short form of the English word Outside Resourcing. The term outsourcing was first coined around 1989 and was first seen as a business strategy. Later in the 1990s, this subject was included as an important component of business economics. Since then people started to have various interests in outsourcing. Out means 'Outside' and source means 'Source'. In other words, the whole meaning of Outsourcing is "to bring work from an external source". Here are the key aspects of outsourcing: 1. Opportunities: It can encompass a wide range of functions including customer support, information technology services, human resources functions, manufacturing, accounting, marketing, and more. 2. Benefits: Outsourcing offers several benefits including cost savings, access to specialized skills and technology, increased efficiency, scalability, and ability to focus on core competencies. 3. Global Reach: Outsourcing is not restricted by geographical boundaries. That's why companies can engage service providers from around the world to access global talent pools and cost advantages. 4. Types of Outsourcing: Outsourcing can be divided into several categories. Such as Business Process Outsourcing (BPO), Information Technology Outsourcing (ITO), Knowledge Process Outsourcing (KPO), and many more depending on the nature of the service being outsourced. 5. Challenges: Although outsourcing can offer many benefits. It also presents challenges related to data security, communication, cultural differences, and the need for effective management of outsourcing relationships. 6. Outsourcing model: Companies can choose from several outsourcing models, including offshoring (outsourcing to a service provider in another country), nearshoring (outsourcing to a service provider in a nearby country), and onshoring (outsourcing to a service provider within the same country). Outsourcing means the process of taking the work of an organization or company from an external source. For example – “You Can't find any qualified person within the company to do a job in your company. So you offer some money to an outside freelancer to do the job and he agrees to do the job. Well, that's called outsourcing”. Simply put, Outsourcing is basically the payment you pay a freelancer to do the work they are good at. Please Visit Our Blogging Website to read more Articles related to Freelancing and Outsourcing, Thank You.

Lacking adequate parental support or connection, many emotionally deprived children are eager to leave childhood behind. They perceive that the best solution is to grow up quickly and become self-sufficient. These children become competent beyond their years but lonely at their core. They often jump into adulthood prematurely, getting jobs as soon as they can, becoming sexually active, marrying early, or joining the service. It’s as though they’re saying, Since I’m already taking care of myself, I might as well go ahead and get the benefits of growing up fast. They look forward to adulthood, believing it offers freedom and a chance to belong. Sadly, in their rush to leave home they may end up marrying the wrong person, tolerating exploitation, or staying with a job that takes more than it gives.

What is Outsourcing? "Outsourcing" is the short form of the English word Outside Resourcing. The term outsourcing was first coined around 1989 and was first seen as a business strategy. Later in the 1990s, this subject was included as an important component of business economics. Since then people started to have various interests in outsourcing. Out means 'Outside' and source means 'Source'. In other words, the whole meaning of Outsourcing is "to bring work from an external source". Here are the key aspects of outsourcing: 1. Opportunities: It can encompass a wide range of functions including customer support, information technology services, human resources functions, manufacturing, accounting, marketing, and more. 2. Benefits: Outsourcing offers several benefits including cost savings, access to specialized skills and technology, increased efficiency, scalability, and ability to focus on core competencies. 3. Global Reach: Outsourcing is not restricted by geographical boundaries. That's why companies can engage service providers from around the world to access global talent pools and cost advantages. 4. Types of Outsourcing: Outsourcing can be divided into several categories. Such as Business Process Outsourcing (BPO), Information Technology Outsourcing (ITO), Knowledge Process Outsourcing (KPO), and many more depending on the nature of the service being outsourced. 5. Challenges: Although outsourcing can offer many benefits. It also presents challenges related to data security, communication, cultural differences, and the need for effective management of outsourcing relationships. 6. Outsourcing model: Companies can choose from several outsourcing models, including offshoring (outsourcing to a service provider in another country), nearshoring (outsourcing to a service provider in a nearby country), and onshoring (outsourcing to a service provider within the same country). Outsourcing means the process of taking the work of an organization or company from an external source. For example – “You Can't find any qualified person within the company to do a job in your company. So you offer some money to an outside freelancer to do the job and he agrees to do the job. Well, that's called outsourcing”. Simply put, Outsourcing is basically the payment you pay a freelancer to do the work they are good at. Please Visit Our Blogging Website named (Bhairab IT Zone) to read more Articles related to Freelancing and Outsourcing, Thank You.

These children become competent beyond their years but lonely at their core. As children, we don't recognize our parents limitations, because seeing our parents as immature or flawed is frightening.

About the Bacharach Leadership Group: Training for Pragmatic Leadership™ “Vision without execution is hallucination.”—Thomas Edison The litmus test of pragmatic leadership is results. The Bacharach Leadership Group (BLG) focuses on the skills necessary to lead and move agendas. Whether in corporations, nonprofits, universities, or entrepreneurial start-ups, BLG instructors train leaders in the core competencies necessary to execute change and innovation. At all levels of the organization, leaders must master ideation skills for innovation, political skills for moving change, negotiation skills for building support, coaching skills for engagement, and team leadership skills for going the distance. The BLG approach: 1. ASSESSMENT BLG will assess your organizational challenges and leadership needs. 2. ALIGNMENT BLG will align its training solutions with your organization’s challenges and culture. 3. TRAINING BLG training includes options for mixed-modality delivery, interactive activities, and collaboration with an emphasis on application. 4. OWNERSHIP BLG provides continuous follow-up, access to the exclusive BLG mobile apps library, and coaching. Whether delivering a complete leadership academy or a specific program or workshop, BLG will partner with you to get the results you need. To keep up to date with the BLG perspective, visit blg-lead.com or contact us at info@blg-lead.com.

But now every company is becoming a software company, and most companies can’t build everything from scratch. They need a supply chain—just like Ford and Toyota—that divides the industry into areas of expertise and allows each company in the ecosystem to specialize on its core competency.

Consider the sun above you, centered in the middle of the sky, radiating upon you. That ray is your source of power, a place to grow and become. Receive those rays: let them flow from above over you, over your head, over your shoulders, over your arms and over your hands. Close your eyes, and be nourished by the sun's connection. In this moment all the powers of light are with you. They're here to reinforce you and remind you of your own competence and power. You have the knowledge and experience in your life that you need to step on confidently, make good choices and choices, and manifest what you are doing. •       By actively binding the Solar Plexus Chakra to your own personal power, you are also inspiring those around you to fulfill their potential. As each person finds his or her strength in this existence, the entire collective is motivated to grow in this way. Feel how your own inner sense of monarchy, your own inner sense of supremacy, is now becoming involved. You are so ready to unfold in the next chapter of your life. Feel that excitement before you, and step boldly through the door. It's your turn. Everything was giving you help here. •       Invite any elders or spirit guides who want to accompany you until you feel fully prepared to walk through this door of possibility. Feel their energy as they surround you, and believe they will give whatever advice you need to comfortably proceed to the next stage of your evolution. With universal blessing close your induction: Amen. SUMMARY • Where is it: Manipura chakra is found in the spine behind the navel. •       What is it: It's the seat of power and confidence. It's what pushes you through your life and is responsible for your personal and professional growth. The solar plexus in the physical body is the core which regulates digestion and the metabolism of food. •       When it’s blocked: A blockage in this chakra could make you feel anxious and insecure. Digestive problems can also be symptoms of an unbalanced chakra in the solar plexus. •       How to balance this chakra: If you want to combine this chakra with yoga, select asanas that reflect on the core strength. Warrior pose is the easiest asana to get this chakra open. Every morning, you can just hold it for a few minutes and your chakra will balance out. Since the chakra of the solar plexus is linked to the sun and flames, simply going outside can help. The therapeutic effects of your exercise can be maximized by meditating or doing yoga outdoors. Even going for a walk in the sunshine will still do the trick, though.

I didn't realize our government considered altruism one of its core competencies," {he} finally replied. "Is that why we're dropping a treaty that provides free helium-3 for the New Third World?" He started to unstrap his restraints. "I thought it was so we could prove to the orbital executives that we can keep up with their production demands.

IN THE DREAM OF the Planet there are two powerful forces that shape all our agreements, attachments, and domestication. In the Toltec tradition, we call these forces the two types of love: unconditional love and conditional love. When unconditional love flows from our hearts, we move through life and engage other living beings with compassion. Unconditional love is recognizing the divinity in every human being we meet, regardless of his or her role in life or agreement with our particular way of thinking. A Master of Self sees all beings through the eyes of unconditional love, without any projected image or distortion. Conditional love, on the other hand, is the linchpin of domestication and attachment. It only allows you to see what you want to see and to domesticate anyone who doesn't fit your projected image. It's the primary tool used to subjugate those around us and ourselves. Every form of domestication can be boiled down to “If you do this, then I will give you my love” and “If you do not do this, then I will withhold my love.” Every form of attachment starts with “If this happens, then I will be happy and feel love” and “If this does not happen, then I will suffer.” The key word in all of these statements is if, which, as you will see, has no place in unconditional love. As we construct the Dream of the Planet, we have a choice to love each other unconditionally or conditionally. When we love each other unconditionally, our mirror is clean; we see others and ourselves as we really are: beautiful expressions of the Divine. But when the fog of attachment and domestication clouds our perception and we put conditions on our love, we are no longer able to see the divinity in others and ourselves. We are now competing for a commodity that we have mistaken as love. At its core, domestication is a system of control, and conditional love is its primary tool. Consequently, the moment you start trying to control others is the same moment you place conditions on your love and acceptance of them. Because you can only give what you have, the conditions you try to impose on others are the same conditions that you impose upon yourself. When you self-domesticate, you are attempting to control your own actions based on shame, guilt, or perceived reward rather than unconditional self-love.

IN THE DREAM OF the Planet there are two powerful forces that shape all our agreements, attachments, and domestication. In the Toltec tradition, we call these forces the two types of love: unconditional love and conditional love. When unconditional love flows from our hearts, we move through life and engage other living beings with compassion. Unconditional love is recognizing the divinity in every human being we meet, regardless of his or her role in life or agreement with our particular way of thinking. A Master of Self sees all beings through the eyes of unconditional love, without any projected image or distortion. Conditional love, on the other hand, is the linchpin of domestication and attachment. It only allows you to see what you want to see and to domesticate anyone who doesn't fit your projected image. It's the primary tool used to subjugate those around us and ourselves. Every form of domestication can be boiled down to “If you do this, then I will give you my love” and “If you do not do this, then I will withhold my love.” Every form of attachment starts with “If this happens, then I will be happy and feel love” and “If this does not happen, then I will suffer.” The key word in all of these statements is if, which, as you will see, has no place in unconditional love. As we construct the Dream of the Planet, we have a choice to love each other unconditionally or conditionally. When we love each other unconditionally, our mirror is clean; we see others and ourselves as we really are: beautiful expressions of the Divine. But when the fog of attachment and domestication clouds our perception and we put conditions on our love, we are no longer able to see the divinity in others and ourselves. We are now competing for a commodity that we have mistaken as love. At its core, domestication is a system of control, and conditional love is its primary tool. Consequently, the moment you start trying to control others is the same moment you place conditions on your love and acceptance of them. Because you can only give what you have, the conditions you try to impose on others are the same conditions that you impose upon yourself. When you self-domesticate, you are attempting to control your own actions based on shame, guilt, or perceived reward rather than unconditional self-love. As we saw in the example with the man who continues to eat even after he is full, this is neither a healthy nor happy way to live. Unconditional love is the antidote to domestication and attachment, and tapping into its power is a key step in becoming a Master of Self. In this chapter we will look at the practice of having unconditional love for ourselves first and foremost, as you cannot give to others what you don't have for yourself.

Recruiting is a core competency for any company. It should never be outsourced. You need people who are not just skilled on paper but who will work together cohesively after they’re hired.

There are downsides to working at consultancies. The most common: Career development-wise, these companies usually don’t offer paths to above staff engineer-level, which is one step above senior engineer. The scope of work is limited to what the customer sets. Consultancies are generally hired for projects that a customer considers to be outside its core competency. Not much focus on good software engineering practices. Clients pay for short-term results, not for a developer to work on long-term things like reducing tech debt. It might be hard to switch to product-focused companies later. Companies that build products like Big Tech, startups, and scaleups tend to have very different cultures where maintainability is important, as is taking the initiative. Working at a consultancy for too long can make the switch to these places harder.

When you first start doing core workouts, it’s rough. It’s hard. And it hurts. But if you’re consistent, it gets easier. The exercises become less painful, and you start to feel and see the results. And one of the sneaky things about a strong core is that it shows up in places you might not expect. Perhaps you thank your core for the fact that your back doesn’t hurt anymore. Or perhaps it’s easier to shove your suitcase in the overhead bin on the airplane. A strong core provides a physical support system and helps you function better—whether you’re carrying the groceries into your house or competing in an Ironman. If you’re reading this book, you’re already putting in the work! You see that things could be better, and you’re ready to do something to make that happen. So, let’s engage your core. As with your physical core, your Thoughtfully Fit core can provide you with a support system that makes it easier to be thoughtful with yourself and others. You’re then less likely to have conflict and regrets. However, this also takes consistent practice. Just like ten sit-ups won’t give you much core strength, pausing once a month won’t have much impact on your life or relationships. But if you practice, engaging your Thoughtfully Fit core will get easier, and the effect will sneak up (in a good way, I promise). As your core confidence builds, your day-to-day decisions will be more thoughtful, better informed, and made with more empathy.

Define the Profitable Core In our experience, business definition is one of the most frustrating activities for senior executives. Although business leaders know that they should have a clear answer to the question, “What is our core business?” it is difficult to arrive at a fully satisfying statement. Part of the problem arises from blurring several distinct but related topics that need to be considered one at a time and then integrated in a consistent manner or within a single framework. In working toward a useful business definition, executives need to ask themselves the following questions: What are the boundaries of the business in which I participate, and are those boundaries “natural” economic boundaries defined by customer needs and basic economics? What products, customers, channels, and competitors do these boundaries encompass? What are the core skills and assets needed to compete effectively within that competitive arena? What is my own core business as defined by those customers, products, technologies, and channels through which I can earn a return today and can compete effectively with my current resources? What is the key differentiating factor that makes me unique to my core customers? What are the adjacent areas around my core, and are the definitions of my business and my industry likely to shift, changing the competitive and customer landscape?

Our mothers knew what we would soon learn: The future Lady of Gwynyr would likely select her core advisors from the ranks of her childhood playmates. We understood even as children that the power and prestige of our respective lines rested in no small measure upon our competing abilities to inspire fondness and trust in our young Lady Ascendant.

Platform dependence can be disastrous if not managed well. If you integrate too closely with a preexisting network, allowing them to control your distribution, engagement, and business model, you become just a feature of their network. Had Airbnb been conceived as a tool to manage Craigslist listings and nothing else, it would have served at the leisure of its parent platform—grow too large, or make a wrong move, and it might be existential. Frequently the larger network will simply reach up and duplicate functionality if it gets too popular—a playbook that Microsoft executed in the 1990s with Office and Internet Explorer, among others. Or if the underlying network decides that it no longer wants to provide the same level of API access, as both Twitter and Facebook eventually did, any products dependent on this became worthless overnight. In the end, cherry picking is an enormously powerful move because it exposes the fundamental asymmetry between the David and Goliath dynamic of networks. A new product can decide where to compete, focus on a single point, and build an atomic network—whereas a larger one finds it tough to defend every inch of its product experience. It’s one of the reasons why, particularly in consumer markets, it’s been so hard for “winner take all” to really happen in a literal way. The largest networks can take a lot, in many networks, but they remain vulnerable to any new upstart that uses cherry picking as a core strategy.

Over the years, Facebook has executed an effective playbook that does exactly this, at scale. Take Instagram as an example—in the early days, the core product tapped into Facebook’s network by making it easy to share photos from one product to the other. This creates a viral loop that drives new users, but engagement, too, when likes and comments appear on both services. Being able to sign up to Instagram using your Facebook account also increases conversion rate, which creates a frictionless experience while simultaneously setting up integrations later in the experience. A direct approach to tying together the networks relies on using the very established social graph of Facebook to create more engagement. Bangaly Kaba, formerly head of growth at Instagram, describes how Instagram built off the network of its larger parent: Tapping into Facebook’s social graph became very powerful when we realized that following your real friends and having an audience of real friends was the most important factor for long-term retention. Facebook has a very rich social graph with not only address books but also years of friend interaction data. Using that info supercharged our ability to recommend the most relevant, real-life friends within the Instagram app in a way we couldn’t before, which boosted retention in a big way. The previous theory had been that getting users to follow celebrities and influencers was the most impactful action, but this was much better—the influencers rarely followed back and engaged with a new user’s content. Your friends would do that, bringing you back to the app, and we wouldn’t have been able to create this feature without Facebook’s network. Rather than using Facebook only as a source of new users, Instagram was able to use its larger parent to build stronger, denser networks. This is the foundation for stronger network effects. Instagram is a great example of bundling done well, and why a networked product that launches another networked product is at a huge advantage. The goal is to compete not just on features or product, but to always be the “big guy” in a competitive situation—to bring your bigger network as a competitive weapon, which in turn unlocks benefits for acquisition, engagement, and monetization. Going back to Microsoft, part of their competitive magic came when they could bring their entire ecosystem—developers, customers, PC makers, and others—to compete at multiple levels, not just on building more features. And the most important part of this ecosystem was the developers.

The scorecard is composed of three parts: the job’s mission, outcomes, and competencies. Together, these three pieces describe A performance in the role—what a person must accomplish, and how. They provide a clear linkage between the people you hire and your strategy. MISSION: THE ESSENCE OF THE JOB The mission is an executive summary of the job’s core purpose. It boils the job down to its essence so everybody understands why you need to hire someone into the slot. Take a look at the sample scorecard on the next page. The mission for the VP of sales clearly captures why the role exists: to grow revenue through direct contacts with industrial customers.

critics would complain if he spent billions on vaccines and nothing on therapeutics. However, any licensed, repurposed antiviral that was effective against COVID for prevention or early treatment (like IVM or HCQ) could kill his entire vaccine program because FDA wouldn’t be able to grant his jabs Emergency Use Authorization. Remdesivir, however, was an IV remedy, appropriate only for use on hospitalized patients in the late stages of illness. It would therefore not compete with vaccines, allowing Dr. Fauci to support it without compromising his core business. Furthermore, while HCQ and IVM were off-patent and available generically, remdesivir was in the sweet spot of still being on patent. The potential profit upside was impressive. Remdesivir cost Gilead $10 per dose to manufacture.18,19 But by granting Gilead an EUA, regulators could force private insurers, Medicare, and Medicaid to fork over around $3,120.00 per treatment—hundreds of times the cost of the drug.20,21 Gilead predicted remdesivir would bring in $3.5 billion in 2020 alone.

wasn't that they didn't have at least a core cadre of competent teachers and scientists. It was that the Legislaturalists had managed to hobble the general system with so much political indoctrination and water it down with so much 'feel-good' insistence on passing students regardless of their actual academic achievements, that the ratio of competent researchers to useless drones was so far lower than Manticore's. Research priorities tended to be assigned on the basis of who the researchers' patrons were, rather than any impartial analysis of potential benefits, too.

Although the challenge to innovation is in originating new ideas, time is at the core of an innovation’s success. Certainly, there cannot be innovation without new ideas. But innovation means change, and change is measured by time. The magnitude of change is measured as innovations per unit of time. Timely execution is critical to successful innovation and to high rates of change. Thus, it is timely execution as much as ideas that is the challenge to innovation.

Competitive analysis shouldn’t aim to snap a picture of “the answer,” rather it should build a picture around common themes but allow for changing parts. For example, Toyota is now allowing more option-package flexibility as it advances its data systems. But the core competitive story remains the same. By coming up with new products faster, it puts competitors on the marketing defensive.

The new elite’s strong and passionate support for Britain’s EU membership might have been less problematic had there not been a glaring ‘democratic deficit’ at the heart of the organization. To be democratic, organizations need to fulfil three criteria; they need to give people the right to participate by casting a vote; they need to give them the right to be represented; and they need to give them the right to organize meaningful opposition and compete for control of the executive. While the EU was certainly procedurally democratic, allowing people to vote every five years and be represented in the European Parliament, it was never substantively democratic because its core executive remained out of reach for voters.

Because HR is their core competency, they are likely to be more efficient and improve HR processes and practices at a more rapid rate than is the internal function of an organization. The success of HR BPOs with their early adopters suggests that the advantages of an HR BPO relationship are not just wishful thinking. They can, in fact, be a reality if organizations can avoid the problems that may occur with outsourcing.

Remember and Share - Action is the second step in The Hook. - The action is the simplest behavior in anticipation of reward. - As described by the Dr. BJ Fogg’s Behavior Model: - For any behavior to occur, a trigger must be present at the same time as the user has sufficient ability and motivation to take action. - To increase the desired behavior, ensure a clear trigger is present, then increase ability by making the action easier to do, and finally align with the right motivator. - Every behavior is driven by one of three Core Motivators: seeking pleasure or avoiding pain, seeking hope and avoiding fear, seeking social acceptance while avoiding social rejection. - Ability is influenced by the six factors of time, money, physical effort, brain cycles, social deviance, and non-routineness. Ability is dependent on users and their context at that moment. - Heuristics are cognitive shortcuts we take to make quick decisions. Product designers can utilize many of the hundreds of heuristics to increase the likelihood of their desired action.   *** Do This Now Refer to the answers you came up with in the last “Do This Now” section to complete the following exercises: - Walk through the path your users would take to use your product or service, beginning from the time they feel their internal trigger to the point where they receive their expected outcome. How many steps does it take before users obtain the reward they came for? How does this process compare with the simplicity of some of the examples described in this chapter? How does it compare with competing products and services? - Which resources are limiting your users’ ability to accomplish the tasks that will become habits? - Time - Money - Physical effort - Brain cycles (too confusing) - Social deviance (outside the norm) - Non-routine (too new) - Brainstorm three testable ways to make the intended tasks easier to complete. -  Consider how you might apply heuristics to make habit-forming actions more likely.

A core human trait is to cooperate, at the core of our economics is to compete in order to have: to have what we see, to have what we want and to have what others have, and so much of our energy has been redirected into having. My desire is that one day we will realize as a global people that if we all gave much of what we have to others, in the spirit of cooperation, we would all have more than we could ever need or want (Steve Carlsson 2013).

Not everyone is born a great leader, but anyone can foster core leadership competencies for themselves and become actionable, effective leaders.

An upcoming platform combining two of the X1 chips can process data collected from up to 12 high-definition cameras monitoring traffic, blind spots and other safety conditions in driver assistance systems, Huang said. Combined with next-generation software, the chips can help detect and read road signs, recognize pedestrians and detect braking vehicles, he said. Santa Clara, California-based Nvidia in recent years has been expanding beyond its core business of designing high-end graphics chips for personal computers. After struggling to compete against larger chipmakers like Qualcomm in smartphones and tablets, Nvidia is now increasing its focus on using its Tegra mobile chips in cars and is already supplying companies including Audi, BMW and Tesla.

Another thing you need to understand is what we now call the “core competencies” of your organization. What are we really good at? What do our customers pay us for? Why do they buy from us? In a competitive, nonmonopolistic market—and that is what the world has become—there is absolutely no reason why a customer should buy from you rather from your competitor. None. He pays you because you give him something that is of value to him. What is it that we get paid for? You may think this is a simple question. It is not. I have been working with some of the world’s biggest manufacturers, producers, and distributors of packaged consumer goods. All of you use their products, even in Slovenia. They have two kinds of customers. One, of course, is the retailer. The other is the housewife. What do they pay for? I have been asking this question for a year now. I do not know how many companies in the world make soap, but there are a great many. And I can’t tell the difference between one kind of soap or the other. And why does the buyer have a preference—and a strong one, by the way? What does it do for her? Why is she willing to buy from one manufacturer when on the same shelves in the United States or in Japan or in Germany they are soaps from other companies? She usually does not even look at them. She reaches out for that one soap. Why? What does she see? What does she want? Try to work on this. Incidentally, the best way to find out is to ask customers not by questionnaire but by sitting down with them and finding out. The most successful retailer I know in the world is not one of the big retail chains. It is somebody in Ireland, a small country about the size of Slovenia. This particular company is next door to Great Britain with its very powerful supermarkets, and all of them are also in Ireland. And yet this little company has maybe 60 percent of the sandwich market. What do they do? Well, the answer is that the boss spends two days each week in one of his stores serving customers, from the meat counter to the checkout counter, and is the one who puts stuff into bags and carries it out to the shoppers’ automobiles. He knows what the customers pay for. But let me go back to the beginning: The place to start managing is not in the plant, and it is not in the office. You start with managing yourself by finding out your own strengths, by placing yourself where your strengths can produce results and making sure that you set the right example (which is basically what ethics is all about), and by placing your people where their strengths can produce results.

Great service organizations tend to do three things well in their relationship with culture. They have deep clarity about the organizational culture they must cultivate in order to compete and win. They are effective in signaling the norms and values that embody that culture. And they work hard to ensure cultural consistency, alignment between the desired culture and organizational strategy, structure, and operations.

resonance. “We had a key decision to make,” he says. “Was distribution a commodity or was it a core competency?

Information Management becomes the core capability of the digital organization, and it is the key differentiator between digital leaders and laggards.