Perhaps the most often quoted part of his book has to do with his “First Who, then What” concept, more often quoted in regards to the explanation of why you should have the “right people on the bus,” and that “people are not your most important asset ” the right people are,” therefore, you need to get the wrong people off the bus too.
I do agree with him; and in managing with aloha we devote much effort to coaching managers on how they determine who the right people are, starting with recruiting on the basis of values, talents, and strengths.
However I’m a bit more deliberate in taking my time arriving at the What. I believe we need to devote a lot of our attention to the
How. Once we have our right people on the bus, I believe it is ‘healthy exercise’ to talk about the
How we are going to get along on our bus trip, i.e. how we engage with each other, how we work together, and even how we play together.
Even people who share the same values can annoy each other with their little idiosyncrasies. There is both an art and a science to the many dimensions of organizational operations ” what a playground.
Further, connecting this discussion to our current KÅ«lia i ka nu‘u warpath, it is in the
How that Mediocrity finds its comfortable hiding place, with its partner in crime and fellow bottom-dweller named Complacency.
Dip into the archives for more examples of Working on the
The Real Rules of Engagement
Another Take on Meetings: The 5-Point Plan.
Working within your circle of influence.
Asking Great Questions; Art or Skill?
3 great questions you can use to Delegate Better.
Monday or Friday? Choose Wisely