No Super-Sizing Needed
March 23, 2013
Airline travel today presents a confusing array of frequent flyer and credit card loyalty programs: Premier Access; Silver, Gold or Platinum Elite; etc. They allow a traveler to check bags without cost, visit airline club rooms free of charge, and board planes ahead of the rest of the herd.
The problem is that the airlines have established so many levels of elitism that the result is a confusing, meaningless mess. Which reminds me of other efforts to distinguish good, better and best, especially in youth sports.
In basketball, ice hockey, soccer, volleyball and other youth sports there are now so many programs that promote themselves as more elite than others, and so many tournaments that advertise themselves to be above others in terms of status or the presence of college recruiters, that the efforts to distinguish themselves are not at all meaningful, and almost laughable if they were not fooling and fleecing so many children and parents.
In contrast, school sports is not engaged in the never-ending addiction to add layers of competitions and levels of championships. We are just fine with league, district, regional and statewide tournaments and trophies. We do not need national-scope tournaments and all-star events.
In school sports, the titles don’t need super-sizing, and the trophies don’t need to be taller than the participants.
People Business
April 24, 2012
Last month, Fortune magazine ranked the top 12 business innovators of our time – “founders who turned concepts into companies and changed the face of business.” It was an unsurprising list dominated by the visionary leaders of what are now well-known enterprises. What I found most interesting was a theme.
Microsoft’s Bill Gates, No. 2 on the list (behind Apple’s Steve Jobs), said his best business decisions came down to picking good people and relying on them.
No. 4 Jeff Bezos, founder of Amazon, credited “a bunch of smart people” that continually take his ideas and improve them.
No. 9 Herb Kelleher of Southwest Airlines has created “a culture that respected the people he carefully hired.” He said, “front line personnel can either make you or break you. . . Start with employees and the rest follows from that.”
No. 10 Narayana Murthy of the Indian company Infosys said an emerging organization “must coalesce around a team of people with an enduring value system.”
Time and again, the secret sauce is the people. Not policy or procedures or products. People.