Overengineering

December 4, 2012

“Overengineering” is anathema to most product manufacturers. Generally, manufacturers desire to put no more time and money into a product than is necessary. They decide upon a reasonable lifespan for a product, and then they use materials and parts that, with rare exception, have been proven to last that long.  They do not care to produce a product that lasts longer than the consumer desires; they do not want to invest resources where they won’t see a return.

An exception to this general rule is invoked by those manufacturing products which, if they break, will kill or maim people.  Airplanes are the classic example:  they’re built with multiple redundancies and with materials and parts that have been tested to last much longer than necessary. The potential for catastrophic loss of life demands this. They will use a part that’s tested to last 20 years, and replace it after ten years just to be safe.

I suspect that some observers of the MHSAA’s recent campaign to increase sports safety training for coaches and modify playing rules that may endanger participants are critical that we’re asking too much, that we’re doing more than is necessary. But frankly, that’s exactly what we intend.  When it comes to participant safety, overengineering of policies and procedures ought to be our goal.

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.