Larry Page demands commitment.The media is now full of news of Jonathan Rosenberg and other key people leaving for family or other reasons, but this is not the point.
I consider it to be interesting and relevant here that Schmidt was a archetypal manager, while Page maybe the archetypal leader (vision driven).
Vision matters; more so than operations: operations must be adjusted to vision and not the other way around.
The role of leaders representing a vision is two-fold: to start (as Page indeed did) and to stop: stop initiatives or course of action that lead away from the vision.
Now google must be realigned and this demands leadership.
Demanding commitment is the best start for Page in his new role.
Attention, consideration, win-win scenarios:
there is intent behind these; intent that births imagination, timing and energy…
…and behind this intent there’s intelligence.
Intelligence always looks good and this look is uniform no matter what area it manifests itself in: business, community or perhaps family. Intelligence unifies, it is simple, it is healthy (normal), it feels good.
The opposite of intelligence is a void that manifests itself as inertia. It may seem like there is an intent there, but it is just a will focused on something quantitative. This will is not owned, it owns! Lack of intelligence and the resulting ignorance also has universal style elements: it’s repulsive. Ignorance divides, it’s always complicated and smells like manipulation, it’s not good for you, and it feels sick.
The game is incredibly easy: focus on good. No matter what business you are in or what function you represent: give attention, be considerate and create win-win scenarios.
“We have the strategy, now it’s time to think about implementation: we need to escalate it throughout the organization”.
“The markets changed: we must adjust/align the organization”.
“To survive we need to change our culture”.
Behind all these and tons of other typical statements there are hundreds of consulting companies who help you do just that.
It seems like management, ideas and the so called organization are in silos, in separate bubbles; they truly are! Organization is not the cause of anything: it’s a passive medium, suffering consequences at best.
This is precisely the proof that what management refers to as organization doesn’t exist: there is just a bunch of people going to the office.
What happened before somebody -due to some outside stimuli, as a jerk-reflex- made this realization, this reaction, this statement (for change)?
The organization was just “there”; not as a living entity aware of its environment and internal life, but as a dumb robot in a lab.
Implementing a new strategy, aligning to customers, changing the “culture”: nothing more than reprogramming the robot. Nothing will change! The organization will remain dumb, mechanical, reactive.
YOU MUST BRING YOUR ORGANIZATION TO LIFE!
Once you have a living organization, implementation, adjustment, change will be more organic, the organization will become more intelligent and you will find yourself at an increasing distance from the robots: from their point of view you are
- redefining markets
- redefining terms like strategy, innovation, leadership, culture, knowledge management, etc.
From your point of view you are simply operating from a different base, doing the right things, the right way for the right reasons, all in harmony.