Fortune 500, revenue, Toby Elwin, Bob Dylan

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.

thor's hammer, 2013, top post, Toby Elwin, blog

Top 10 blog posts for 2013, 5 to 1

The top 10 blog views for 2013 continue on with a top 5 countdown to the most requested posts of the year.

Does your organization challenge find a platform within? Or will the might of the project hammer leave all who enter impact stagger out concussed?

Seriously, what were the most viewed posts on: culture, projects, impact assessments, learning? All interests revealed within.

Toby Elwin, Three Stooges, hygiene, top blog, 2012

Top 10 blog posts for 2012, 10 to 6

  Closing out 2012, I look back at the year’s most viewed posts as a chance to reflect on different blogs topics of interest and what people most view.  Here as part one, 2012 top blogs, 10 to 6. Why were some viewed over others: topic, time-of-year, day-of-week? In descending order: 10. The 2 most important learning metrics — Quantify learning? It is a tall task, but one necessary for any professional who deserves a seat at the business table. Of course metrics to measure impact are important: money spent on training is money unavailable for another opportunity. If you had time with your CEO would you know the most important items on their wish list? No worries, the the ROI Institute and Chief Learning Officer magazine have a study recap I’ve referenced. As this post was originally written in 2010, looks like learning …

Kauffman Foundation, Fortune 500, Toby Elwin, blog

Cited and noted: What Does Fortune 500 Turnover Mean?

Since 1955, the Fortune 500 list represents the 500 largest US corporations by gross revenue.  Making the Fortune 500 is a mark of prestige for the company. But what got you there does not necessarily keep you there. In 10 short years almost 40% to 50% of the Fortune 500 club are no longer found on the list and in The cost of culture, a 50% turnover of the Fortune 500 I took 10-year window to note the role organization culture has to get and keep a company fit. Points I made within the post became cited in the Kauffman Foundation report What Does Fortune 500 Turnover Mean?  I chose to look at culture as a siren call for failure and a reason these former market-leading companies fail to maintain excellence. Where I looked at the list through 10-year increments, the authors, Dane Stangler and Samuel Arbesman, note year-over-year turnover. Fortune 500: Diver …

Top 10, blog, posts, 2011, Toby Elwin, ABBA, fad

Top 10 blog posts for 2011, 5 to 1

Top blog posts from 2011, from number 5 to number 1, a follow-up from Top 10 blog posts for 2011, 10 to 6 5.  The cost of culture, a 50% turnover of the Fortune 500 — This blog came about to reiterate that change is constant and the things that may have gotten a company to the Fortune 500 are not what guarantees a company can stay in the Fortune 500.  This blog reviews that in a 10-year period 50% of the Fortune 500 companies no longer remain and that perhaps this turnover is the failure of company culture to adapt. 4.  Scope or: how to manage projects for organization success; impact analysis template — This 1 of a 4-part series on project scope and the impact scope has on project failure.  This blog includes an impact analysis template to identify …

organization, development, growth, business, Toby Elwin

Organization development is business growth

Organization development has yet to earn a role in all organizations. Only the most progressive companies have organization development roles, staffs, departments, or groups. The challenge to organization development success is that it is hard to find a linear trajectory for success. Organization development may have clear goals, but the reality, there is rarely a linear path. What is organization development and why does it seem organization development is an after-thought or only found at bigger Fortune 500 firms or identifiably progressive organizations? Is organization development really a business luxury? The Massachusetts Bay Organization Development Learning Group [update 2015: now Boston Facilitators Roundtable] writes: Organization development (OD) is a professional discipline with focus on improving and enhancing capabilities within organizations to meet strategic and tactical goals. That focus is directed at the performance of people:  individuals, groups and teams distinct from capital or …

culture, turnover, Fortune 500, Toby Elwin, blog

The cost of culture, a 50% turnover of the Fortune 500

If companies were built to last, than 4 of 10, almost 50%, would still remain on the the Fortune 500 a mere 10 years later.

Sustained success has less to do with market forces than company values; less to do with competitive position than personal beliefs; less to do with resource advantages than vision. Sustained success has to do with managing culture.

Organization change without an awareness of what drives the organization’s culture may be the reason close to 90% of all projects fail.

Culture is key to remain great.

culture, war, Toby Elwin, blog

Culture war

Does your company have a hiring philosophy to find people who fit into the company culture? Do you interview people to fit into the culture of your division? Do you interview people to fit into the culture of your team? Why do we look for people who will fit in when what your business needs are people who stand out.  What good is it to hire for culture fit when we work and live in a dynamic world where change is constant?  You may not want change in your personal life, but you better be building for change in your professional life. Don’t believe in change?  Look at the Fortune 500 from 1998, how many companies are no longer on the Fortune 500 2008 list? Do the same with the S&P 500? The Russell 2000? The English Premier League? Nice …