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They should rename this "48 Laws Of Getting By In Mediocre to Poor Organizations". Poor managers are threatened by underlings smarter than themselves. Good man

They should rename this "48 Laws Of Getting By In Mediocre to Poor Organizations". Poor managers are threatened by underlings smarter than themselves. Good managers seek people smarter than themselves then try to get the best out of them. Poor organizations are those where everyone tip toes around afraid to mention reality lest it offend someone. These are organizations on the path of decline. Growing organizations are those that value them who perceive reality and lay out reality so that it can be worked with. Great organizations and teams don't have time or tolerance for much of the stuff in this doc, they are too busy doing. Organizations where people don't have enough real work to do are places where these approaches win. And these are places that have generally devolved to survival by some form of legalized theft or lock in rather than innovation and production. Most big Co's. and .govs certainly. It's sad really but I think it's a natural cycle. The new comes up and replaces the old as the old gets corrupted, only to itself become infected with this kind of corruption over time. I don't know that there is a cure once this kind of thing starts and it inevitably seems to.

scarface74 8y ago
There are ways to do things and affect change without stepping on toes. By nature, I have very low emotional intelligence. It was a skill I had to learn. I start off building and nurturing relationships, slowly proving my effectiveness, and then slowly start implementing change. This goes along with the three types of power in an organization - relationship, expert and role power. You'd be amazed by the things you can accomplish in smaller organizations with no role power if you build the right relationships and you prove yourself.
kamaal 8y ago
>>Poor managers are threatened by underlings smarter than themselves. That's law #1, "Never outshine the master." >>Good managers seek people smarter than themselves then try to get the best out of them. Fundamental laws of power say, Never hire anyone that could be become your boss. >>Great organizations and teams don't have time or tolerance for much of the stuff in this doc, they are too busy doing. No such organization exist. Power structures are an axiom of the very groups existence.
- mythrwy 8y ago
  Sadly, not many organizations of this type do exist, you are correct, particularly I'd imagine, in some parts of the globe. But on occasion, temporarily, teams and organizations like this do exist. I've worked in them. It's how stuff gets built initially before the game players take over. Because these power structures are _not_ axioms of groups but rather symptoms of productive decay.
sorokod 8y ago
Statistically, the majority of organisations are mediocre.

scarface74 8y ago

There are ways to do things and affect change without stepping on toes. By nature, I have very low emotional intelligence. It was a skill I had to learn. I start off building and nurturing relationships, slowly proving my effectiveness, and then slowly start implementing change. This goes along with the three types of power in an organization - relationship, expert and role power. You'd be amazed by the things you can accomplish in smaller organizations with no role power if you build the right relationships and you prove yourself.

kamaal 8y ago

>>Poor managers are threatened by underlings smarter than themselves. That's law #1, "Never outshine the master." >>Good managers seek people smarter than themselves then try to get the best out of them. Fundamental laws of power say, Never hire anyone that could be become your boss. >>Great organizations and teams don't have time or tolerance for much of the stuff in this doc, they are too busy doing. No such organization exist. Power structures are an axiom of the very groups existence.

mythrwy 8y ago
Sadly, not many organizations of this type do exist, you are correct, particularly I'd imagine, in some parts of the globe. But on occasion, temporarily, teams and organizations like this do exist. I've worked in them. It's how stuff gets built initially before the game players take over. Because these power structures are _not_ axioms of groups but rather symptoms of productive decay.

sorokod 8y ago

Statistically, the majority of organisations are mediocre.