Fortune 500 revenue here, won’t get you there

The speed and pace of change demands business act, respond, and accomplish so much more, with so much less. HubSpot CEO, Brian Halligan, presents the following:

> In 1983, of the 1,000, largest American companies, by 1993, 811 remained
> In 2003, of the 1,000 largest American companies, by 2013, 243 remained

That change happens is constant reality. Now constant change accelerates the decade of decay. Demand for new revenue demands new business models and human capital competency.

In 2010 I wrote a post on Fortune 500 turnover, that simple math called almost 50%. What if the period took too much hit from the dot com bubble to provide a good source, in this post I revisit those numbers and look at 2013 and 2014 Fortune 500 numbers as well.

Competing values drive your organization out of business

Change very often comes in multitudes and magnitudes, rarely in order and procedure, but change resistance seems to come in constant waves.

A Competing Values Framework will identify your current state organization strength and desired state.

Organizations that understand competing values and the impact of culture can train and manage and cultivate people who can grow with the organization. The Competing Values Framework identifies the culture people are working in, any disconnect, by team or business unit, to then create strategies that align to the culture needs to challenge the culture.

What to keep and what focus to adjustment needed to survive or to excel.