There are three types of competitors in the information economy. There is one group who preferred to find the hidden value in their settings and beyond. The second group would rather create value. ... Members of the last group usually possessed the strategic position to wait for the finders and the creators of the value to visit their terrain.
Each group has its positives and its negatives. Today's, we will briefly focus on the topic of finding value.
Abstract
In life, most companies do not have the capability to buy the best talent. Some of them would quietly presumed that they will never be contending for the "Number One" position in their niche. They are usually focused on low risk, low rewards ventures. Basically, survival is the name of their game
In life, most companies do not have the capability to buy the best talent. Some of them would quietly presumed that they will never be contending for the "Number One" position in their niche. They are usually focused on low risk, low rewards ventures. Basically, survival is the name of their game
Read the Big Tangible Picture (BTP) of Your Terrain and Beyond
Regardless of their business terrain, some principals utilized a risk-cost benefit type of analysis to find a low risk, low cost, medium to high reward talent. While there are others who believed in going to the ground level and "feeling" out the talent . ... There are a few who utilized both approaches "objectively". ... Interestingly, there are "number game" specialists who believed that they can replace their "non quantitative" counterparts with "new and improved" technology. ... Realistically, one can rarely replace the world class strategic experience of "talent hunting" with "new and improved" technology that constantly evolve..
Not every brilliant thinker-doers attend the upper tier schools, they could go to the various small schools. Seeking these untapped talent means going to different places and talking to the relevant and experienced professionals. Asking them who is doing academically well and having the "out of the box" type of thinking to innovate. It is also significant to ask for that certain talent who is seeking the opportunity, whether he/she has the inkling to advance to the next level.
Ruminations from the Compass Desk
Ultra class sport strategists (like the late Bill Walsh, Bill Belichick, etc.) have always evaluated the new talent while being mindful of their cyclical value. They have always emphasized on the practice of replacing their run-downed talent one season sooner than one season later.
Regardless of the means for securing value, one must be aware that there is a timeline for everything.Compass Rule: Always be mindful of the seasonal cycle of anything relevant.
If the prowess of the A's Moneyball process were concealed from the public for a few more years, could the A's have repeatedly reached their goal of playoffs? ... At this moment, no one knows. Our experience tells us that it would have given the A's a better possibility for getting better deals. Once the book was published, many teams refused to trade with the A's.
Those who possessed the competitive advantage, usually do not say anything to anyone.
No comments:
Post a Comment