FYI only

It isn’t how many degrees you have. It’s what you can do. So that should have a big impact on you. What that says is, it doesn’t matter what you look like, what you talk like, where you went to school, where you came from, any of that stuff. What matters is what you’re capable of…!



With a little inspiration, that can have a profound effect , only to realize how much raw talent there is out there for us to exploit, leverage, take advantage of, and how much talent there is that people can give that organizations , they don’t harvest, they don’t get the best of, because of structure, because of strategy, because of rules.


There are three things that matter-

The first is competence — just being good at what you do, whatever it is, and focusing on the job you have, not on the job you think you want to have.

The second one is confidence. People want to know what you think. So you have to have enough desirable self-confidence to articulate a point of view.

The third thing is caring. Nothing today is about one individual. This is all about the team, and in the end, this is about giving a damn about your customers, your company, the people around you, and recognizing that the people around you are the ones who make you look good.

People who are analytical, and have common sense, good judgment and the ability to get along with other people, are the people in business.

We work so that we keep one foot in today and one foot in tomorrow, regardless of what’s going on. In an economy like this, everyone wants to look at their shoes. You can’t. We’ve got to be doing as many things about tomorrow as we are today. We operate with a philosophy that says, never be afraid to change, even when we’re at the top of our game.
In the middle of tough economic times for everybody, we have to built a human capital strategy for the future, Refresh our corporate-wide strategy, and move leadership people around into different positions and promoted some new people into leadership roles to infuse energy.
All of this is about energizing people, giving them broader scope and new experiences. This obviously helps build durability in terms of people being able to have multiple jobs, and it’s an important part of succession planning, getting the athletes the experience they need in different spaces.

So just when you think all the cylinders are clicking and everything’s right, that’s the time you have to change, because that’s the world we live in now. If you rest, it will cost you, because global competitiveness is here to stay, and it’s not about the traditional competitors anymore. It’s about new and emerging competitors that you’ve never heard of, and you just have to get your mind around the new normal, as they call it.


If you look at why people in general leave companies, they often leave because they get bored. And high-performance people are learners by nature. And as long as they’re learning, they’ll stay where they are. When they start to think about leaving, when they start to respond to a headhunter’s call, is when they haven’t been learning.

One of our other principles is that people who are successful are the ones who ask for help. It sounds simple, but to get an organization to believe that asking for help is a sign of strength, and not weakness, is a huge thing.