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You are here: Home / 2011 / Archives for August 2011

Archives for August 2011

How Successful Entrepreneurs Act – It's Not What You Think

August 11, 2011 by Matt Perman

“Successful entrepreneurs realize that in a world where you can’t predict the future, what do you do? Act. If you can’t predict the future, create it. Creation-oriented action. There is an academic, real correlation between entrepreneurs and this belief; that is, studies show this is how most entrepreneurs think.

“Indiana Jones is actually a good example here. He’s thrust into the dark. Can’t see. What does he do? You ask: What do I have on me? Where are my feet? Not going to jump around. I’ll take a small step. OK, does it feel like I can take another step? Oh, on my belt I have a flashlight. Maybe that can help me a bit. You, playing Indiana Jones, know exactly how to get out of a dark hole. And these are exactly the rules you need to understand to take entrepreneurial action.

“In the face of unknowability, what does rational behavior look like? Action. You can’t think your way into an unknowable future, so your only way forward is to act. How? Take small steps–not big leaps. Small steps. [Prior point: It is a myth that entrepreneurs are inclined to take huge risks; they are inclined to minimize risk.] Take a small step with what you have in hand. Limit the risk with each step. Then build off what you actually find from taking that step, whether good or bad, and would be nice to have some friends and resources standing by to help.

“Successful entrepreneurs also start with things they care about. The question is not where do you find opportunity, but what is it you would like to do? We start with you. Entrepreneurs are always doing what they want to do, or think will get them what they want. In the face of unknowability, taking any other action is simply foolish. So, given who you are and what you want, what step should you take? Sometimes you might see someone else with an idea, and partner up. 50% of entrepreneur partnerships in their study started simply because the people liked each other — not even a big idea. This works.

“Now we get to the part where the bankers and financial experts in the room will be deeply offended. They have all developed ways to measure risk. We live in a world of affordable loss. To put more numbers on that just makes things more depressing and doesn’t work. How do you decide what to do? Well, how badly do you want to do it. Then you act. Then you bring some other people along. Willow Creek is a good example here actually — take a look at what they’ve been doing.

“Now, what keeps people from doing this? First, they get completely caught up about what they’re trying to do. So how about not worrying about that, but instead thinking about what you’ll do next. Stop worrying about what you want to do, and instead worry about what you should do next. [Sounds familiar — what’s best next!] Second, people fear failure. They think ‘we can’t fail.’ We’ve been educated to believe that failure is a dirty word. That when people fail, we send them away and they disappear. ‘If you fail you go to the desert and don’t come back.’ But in reality, if you take a step and it doesn’t turn out how you expected, quite likely you just learned something that nobody else knows. So for those uncomfortable with calling it failure, call it ‘an exercise in learning what nobody else knows.'”

Solving big problems:

  1. Baby steps
  2. Small wins

Multiple simultaneous ventures.

With action trumping everything, you get more at bats in the same elapsed time. And greater aggregate number of ventures for society as a whole, taking us all on a journey towards solutions.

Filed Under: Entrepreneurship, Global Leadership Summit

"Entrepreneurship is Not Magic; It's a Discipline"

August 11, 2011 by Matt Perman

“Large organizations often don’t want entrepreneurs.” But let’s look at their performance as a result: Over 30 years, out of the Fortune 25, only 6 remain. Over 10 years, 13 of the 25 have fallen. So the half life of the Fortune 25 is 10 years. They are disrupted by entrepreneurs or transacted out of business. None of you can tell me you can run one business model through your life and career. You have to systematically be going to war with your business model and reinventing it 3-5 times in your career.”

“Focusing on economic outcomes to the exclusion of any other variable is a problematic construct. The notion that we can address economic issues separately, and then only deal with sustainability and social issues if there is anything leftover, doesn’t work. You can’t deal with those things sequentially, but have to do so simultaneously. That requires significant invention and entrepreneurship.”

“Peter Drucker, who shows up in this Summit all the time, says: ‘Most of what you hear about entrepreneurship is all wrong. It’s not magic, it’s not mysterious, it’s a discipline, and like any discipline, it can be learned.’ We are all entrepreneurs, only too few of us get to practice. My job now is to show you how easy it is to practice it.”

Filed Under: Global Leadership Summit

"The Leader is Committed to a Reality That Does Not Yet Exist"

August 11, 2011 by Matt Perman

Some posts now from Len Schlesinger, President, Babson College, Harvard Professor, Former Vice-Chair, Limited Brands

“The leader is committed to a reality that doesn’t exist yet; everyone else is quite content in the world as it exists now.”

“Everyone shows the Martin Luther King ‘I Have a Dream Speech,’ and then sits down and wonders how they can develop a vision just as articulate and compelling. What they forget is that King took 3 years smashing the way things were before he could get people energized about an alternative future. You can’t get ‘there’ until you are very clear about aspects of ‘here’ that you find unacceptable.”

“What is unacceptable about how things are now? The fact that 2 billion people live on less than $2 per day.”

“Entrepreneurship goes a long way toward enabling the kind of future we want to have.”

Filed Under: Global Leadership Summit

"There is Too Much at Stake in This World for Leaders to Have a Defeatist Mindset"

August 11, 2011 by Matt Perman

Hybels’ words to a church that said “if we could just hire two more people, everything would change. Until then, we’re stuck”:

He said essentially: “If you are sick enough of being stuck, you get on the solution side of the problem and take action. You will find the resources and do what you have to do to make it happen.”

They were a bit frustrated at first! But a few days later they called and said: “We were making excuses for being stuck, instead of making bold new solutions to problems.”

“Your job as a leader is not to pontificate or preside over your organizations’ demise, but to move from here to there. And you have to believe from the core of your being that God is willing and eager to help you move from here to there. If you don’t believe that anymore, step aside. Make room for a leader who believes God can enable you to move from here to there.”

“Summits exist to ring your bell. There is too much at stake in this world for leaders to have a defeatist mindset.”

“Good story of a recent discussion on why the next five years at the church should be the best five years. That is what they believe and are seeking. Why not think and seek the same thing at your church? It really comes down to whether you want this and believe it. Why go out with a whimper? Why hobble to the end? How you finish is how you will always be remembered. Why not take a full sprint to the finish line?

“My challenge to you is: Don’t end it with a whimper.

“It really all comes down to whether you want your next five to be your best five.”

Filed Under: Global Leadership Summit

What Do You Do When Someone Lacks the Talent Elasticity to Stay in the Organization?

August 11, 2011 by Matt Perman

More from Hybels message right now:

“No one ever questions a church leader’s judgment if they fire someone for a clear values violation.”

But if you sit down with someone who has contributed for years and years, but it seems they no longer have the elasticity to keep being effective in the role required in the future, he gives 6 – 12 months. The first thing they do is redeploy the person to another role — the issue may be the role. So they try another role. (And maybe even another after that.) But then if it’s not resolved in 12 months, then it is time to move on.

If you don’t deal with underperformers, you discourage and demotivate your best people. “Fantastic people do not want to be dragged down by whiners and underperformers.”

“Difficult people, deep down, are usually not happy people.”

About 3 years ago, they had some cultural issues that had developed in the organization that needed addressed. They got to the bottom of it and now Willow Creek is officially recognized as one of the best Christian places to work by an organization that has established those best practices. So there is hope for any organization — if you have cultural issues that need to be addressed, you can do so.

Filed Under: Global Leadership Summit

How Long Do You Tolerate Underperformers?

August 11, 2011 by Matt Perman

Three months.

“The reasons for underperformance are complicated and multi-dimensional. May even be poor management.”

But as soon as you identify a pattern, you address it. Then there is 3 months to resolve the issue.

Filed Under: Global Leadership Summit

How Long Do You Tolerate Someone with a Pervasive Bad Attitude?

August 11, 2011 by Matt Perman

Hybels: You address it the minute you see a pattern developing. And then there are 30 days to address it. A bad attitude is a 30 day issue, because the damage someone can do when they spread radioactive fallout throughout your organization is breathtaking.

“Help us understand why you’re carrying a pitchfork around the office and poking people with it?” The rest of us are working hard to build an infectious, optimistic attitude in our culture. Let us know how we can help. But Fred, you need to know this has to be resolved in 30 days.”

Notice: Hybels is not saying you just get rid of the person out of the blue. You talk to them about it and address it specifically. Then, they have 30 days to rectify the situation.

Filed Under: Global Leadership Summit

The Value of Good People

August 11, 2011 by Matt Perman

Hybels: “We need to build a team of fantastic people with fantastic energy to serve our fantastic God. The key to our future is unquestionably tied to our ability to attract and retain fantastic people.”

Filed Under: Global Leadership Summit

Is it Possible to Over Rev an Organization?

August 11, 2011 by Matt Perman

Yes. And the leader sets the tone — if he is over challenged, the rest of the organization will likely try to keep up an unsustainable pace as well.

On the other hand, you can also under challenge your organization. That fails to develop people and is a disservice to them.

Hit the right target:

OVERCHALLENGE

CHALLENGE

UNDERCHALLENGE

Filed Under: Global Leadership Summit

The Danger of Being Underchallenged

August 11, 2011 by Matt Perman

The danger here is not to your health, as over challenge is.

The danger here is to organizations: people that are continuously underchallenged usually end up leaving.

Don’t under challenge your people.

Filed Under: Global Leadership Summit

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What’s Best Next exists to help you achieve greater impact with your time and energy — and in a gospel-centered way.

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About Matt Perman

Matt Perman started What’s Best Next in 2008 as a blog on God-centered productivity. It has now become an organization dedicated to helping you do work that matters.

Matt is the author of What’s Best Next: How the Gospel Transforms the Way You Get Things Done and a frequent speaker on leadership and productivity from a gospel-driven perspective. He has led the website teams at Desiring God and Made to Flourish, and is now director of career development at The King’s College NYC. He lives in Manhattan.

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