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.

Identifying and Managing Project Risk by the book

The ability to scope, manage, and view a project, from concept to delivery, through a risk lens, presents the essence of organization competitive advantage.

The opposite of project effectiveness bogs down organization capital, both human and financial, through a cycle of change requests that drain human and financial resources and staff motivation who now need to focus how to get a wrong project right.

An organization intervention is not an organization inquisition

An organization’s present is built upon their collected history. This history is an essential core of their organization’s being. The past set the present capabilities. Rattling an organization’s history is rattling the foundation stones of an organization’s culture.

A highlight into what people do wrong attracts attention to … what people do wrong. No one likes association to something broken. No one likes it pointed out they work within, are part of, or manage broken processes.

An intervention should not open an inquisition for blame and shame, but an inquiry into the possibility of what can be.