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« criteria for evaluating our work | Main | collective learning through blogs »

November 27, 2006

Comments

Tom Haskins

Dave: You come across as having the sense to do the right thing when it’s time to be selective among candidates and when it's time to cultivate each individual. I suspect that’s because you see “it’s both” when it comes to nature vs. nurture, andragogy vs. pedagogy, and corporate obligations vs. community expectations. Where so many make trouble for themselves is taking an “all or nothing” approach. Some managers treat everyone as an outsider to be controlled and excluded. Their insiders resent being sorted like outsiders when it means getting “put out of sorts” or exposed as inferior. Insiders appreciate getting sorted into groups, teams and identities based on their compatibility and potential synergy – or as you said: “in a manner that fosters diversity of style and character -- that draws strength from differences”.

Another way to see “it’s both” deals with customers vs. employees. When there is no difference, it makes perfect sense to serve employees like they are internal customers. They feel well served and then serve their constituencies in the same vein. Internal customers do not need the products sold to external customers. They need to be debriefed, understood, and supported through change processes. Serving employees then satisfies the goal I share with you: “to enable individual employees to bring the best that they are to the table for the benefit of the organization”. This approach also turns the customers into “external employees”: champions, evangelists, citizen marketers and watchdogs.

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Since natural things was form due to nature,How could most of the Philippine'sChocolate hills have the same form and heights and distributed fairly over the area?
I dont think it was form by shifting of plates or erosion.Please give me a website about hills formation like Philippine chocolate hills.

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Farber's mentions feature at least two bonafide underground classics: the tension-filled process film No Highway, and Anthony Mann's great account of a foiled Lincoln assassination plot, The Tall Target (not to be confused with Boetticher's The Tall T, and now available via Warner Archives). Many of the others constitute Subjects For Further Research. As for the Chuck Jones cartoon, we've got its number. And title. It's A Hound For Trouble, and it's an extra on the Warner DVD of the Doris Day flick On Moonlight Bay. (Farber on Day: "Cute.")

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Maybe God wants us to meet a few wrong people before meeting the right one so that when we finally meet the right person, we will know how to be grateful for that gift.

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So organizations need to be built in a manner that fosters diversity of style and character. that draws strength from differences. the goal is to enable individual employees to bring the best that they are to the table for the benefit of the organization.

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The interesting information, the tonic on a note! Maybe God wants us to meet a few wrong people before meeting the right one so that when we finally meet the right person, we will know how to be grateful for that gift.

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I think, this theme is quite actual now. Maybe God wants us to meet a few wrong people before meeting the right one so that when we finally meet the right person, we will know how to be grateful for that gift.

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