London Wu

I recently read a book named <<Good to Great>> written by Jim Collins. It's really worthy to read.

Here I am sharing some good points from the book:

• Look in the mirror, not out the window, to apportion responsibility for poor results, never blaming other people, external factors, or bad luck.
• Look out the window, not in the mirror, to apportion credit for the success of the company--to other people, external factors, and good luck.
• We expected that good-to-great leaders would begin by setting a new vision and strategy. We found instead that they first got the right people on the bus, the wrong people off the bus, and the right people in the right seats, and then they figured out where to drive it.
• The old adage "People are your most important asset" turns out to be wrong. People are not your most important asset. The right people are!
• The purpose of a compensation system should not be to get the right behaviors from the wrong people, but to get the right people on the bus in the first place, and to keep them there.
• Indeed, one of the crucial elements in taking a compay from good to great is somewhat parodoxical. You need executives, on the on hand, who argue and debates--sometimes violently--in pursuit of the best answers, yet, on the other hand, who unify fully behind a decision, regardless of parochial interests.
• Whether someone is the "right person" has more to do with character traits and innate capabilities than with specific knowledge, background, or skills.
• A key psychology for leading from good to great is the Stockdale Paradox: Retain absolute faith that you can and will prevail in the end, regardless of the difficulties, AND at the same time confront the most brutal facts of your current reality, whatever they minght be.
• "Stop doing" lists are more important than "to do" lists.

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One more book named <<The World Is Flat>> written by Thomas L. Friedman is also amazing.

It will make you know more about Globalization via fantastic ways. I am enjoying it. : )