If people in the organization don't understand how a company is supposed to be different, how it creates value compared to its rivals, then how can they possibly make all of the myriad choices they have to make? Every salesman has to know the strategy — otherwise, he won't know who to call on. Every engineer has to understand it, or she won't know what to build.

if something is at stake, the human mind gets ignited and its working capacity gets enhanced manifold. That’s exactly what happened. This is one of the techniques of building talent. The message is that the young in the organization, whatever be their specialization, must be trained in such a way that they are prepared for new products, innovation and for undertaking higher organizational responsibilities.

the best way to ensure that a message gets communicated throughout an organization is to spread rumors about it.

The hard thing isn’t setting up an organizational chart. The hard thing is getting people to communicate within the organization that you just designed. The

The hard thing isn’t setting up an organizational chart. The hard thing is getting people to communicate within the organization that you just designed.

Having conflicting goals, dedicating resources to unconnected targets, and accommodating incompatible interests are the luxuries of the rich and powerful, but they make for bad strategy. Despite this, most organizations will not create focused strategies. Instead, they will generate laundry lists of desirable outcomes and, at the same time, ignore the need for genuine competence in coordinating and focusing their resources. Good strategy requires leaders who are willing and able to say no to a wide variety of actions and interests. Strategy is at least as much about what an organization does not do as it is about what it does.

A better strategy for shifting other’s expectations about your work is to consistently deliver what you promise instead of consistently explaining how you’re working.

Most of our beliefs about complex organizations follow from one or the other of two distinct strategies. The closed-system strategy seeks certainty by incorporating only those variables positively associated with goal achievement and subjecting them to a monolithic control network. The open-system strategy shifts attention from goal achievement to survival and incorporates uncertainty by recognizing organizational interdependence with environment. A newer tradition enables us to conceive of the organization as an open system, indeterminate and faced with uncertainty, but subject to criteria of rationality and hence needing certainty.

Think of the organizational design as the communications architecture for your company. If you want people to communicate, the best way to accomplish that is to make them report to the same manager. By contrast, the further away people are in the organizational chart, the less they will communicate.

The great organization must not only accommodate the fact that each employee is different, it must capitalize on these differences. It must watch for clues to each employee's natural talents and then position and develop each employee so that his or her talents are transformed into bona fide strengths.

The less the expertise, the more direct the surveillance, and the more obtrusive the controls. The more the expertise, the more unobtrusive the controls. The best situation of all, though they do not come cheap, is to hire professionals, for someone else has socialized them and even unobtrusive controls are hardly needed. The professional, the prima donna of organizational theory, is really the ultimate eunuch - capable of doing everything well in that harem except that which he should not do, and in this case that is to mess around with the goals of the organization, or the assumptions that determine to what ends he will use his professional skills.

My point is this: no outsider can effectively organize a group of experts; they must organize themselves.