Amazing read. Rang true some many times with me. I knew this was something special when it started out with an example of Enron's corporate values. Too many co

Amazing read. Rang true some many times with me. I knew this was something special when it started out with an example of Enron's corporate values. Too many companies have corporate values printed on little cards, back of pamphlets or even "chiseled on the marble on the main lobby." I think about two thirds the slides stressed on hiring the best talent possible, having high performers and keeping high performers. I have to agree. One of the most important things you can do, especially at a smaller company, is hire well. One thing that is lacking is a reference to motivation. Compensating people well is important, but you also need a sense of impact and growth. See Maslow's Hierarchy of Needs (a little out dated but a great place to start): http://en.wikipedia.org/wiki/Maslows_hierarchy_of_needs http://en.wikipedia.org/wiki/Maslows_hierarchy_of_needs I'd say pay is at the lower levels. At the higher levels: -People need to feel appreciated (part of that is well compensated). -People need to feel like they are making a difference. (Your job adds value) -People need to like they're growing. It's not just about getting Sr. added to your job title but actually your learning something and self-actualizing.