tom peters’ re-ima g ine: peo p le power! the middle east hr summit 2005 dubai/18september
DESCRIPTION
Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September. Slides at … tompeters.com. The Business Case Talent Time Managing Strategies Leadership. Re-imagine! Not Your Father’s World I. 26 m. 43 h. - PowerPoint PPT PresentationTRANSCRIPT
![Page 1: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/1.jpg)
Tom Peters’
Re-Imagine:People Power!
The Middle East HR Summit 2005 Dubai/18September
![Page 2: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/2.jpg)
Slides at …
tompeters.com
![Page 3: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/3.jpg)
The Business CaseTalent Time
Managing StrategiesLeadership
![Page 4: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/4.jpg)
Re-imagine! Not Your
Father’s World I.
![Page 5: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/5.jpg)
26m
![Page 6: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/6.jpg)
43h
![Page 7: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/7.jpg)
“China’s Next Export:
Innovation”
—McKinsey Quarterly (Cover Story)
![Page 8: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/8.jpg)
168/18,500/51,000
![Page 9: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/9.jpg)
THREE BILLION NEW
CAPITALISTS —Clyde Prestowitz
![Page 10: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/10.jpg)
Re-imagine!
Not Your Father’s World II.
![Page 11: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/11.jpg)
“A focus on cost-cutting and efficiency has helped many organizations weather the
downturn, but this approach will ultimately
render them obsolete. Only the constant pursuit of
innovation can ensure long-term
success.” —Daniel Muzyka, Dean, Sauder School of
Business, Univ of British Columbia
![Page 12: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/12.jpg)
GH (+TP):
“Get better” vs
“Get different”
![Page 13: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/13.jpg)
“The Creative Age is a wide-
open game.” —Richard
Florida, The Rise of the Creative Class
![Page 14: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/14.jpg)
“It is not the strongest of the species that
survives, nor the most intelligent, but the
one most responsive to change.” —Charles Darwin
![Page 15: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/15.jpg)
My Story.
![Page 16: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/16.jpg)
“In Tom’s world, it’s always better to try a
swan dive and deliver a
colossal belly flop than to step timidly off the
board while holding your nose.” —Fast Company/October2003
![Page 17: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/17.jpg)
Point of View!/Point
of Difference!
![Page 18: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/18.jpg)
Importance of Success Factors by Various “Gurus”/Estimates by Tom Peters
Strategy Systems People Passion Porter 50% 20 20 10
Drucker 30% 35 20 15
Bennis 25% 20 30 25
Peters 15% 20 35 30
![Page 19: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/19.jpg)
Charles Handy on the “alchemists”:
“Passion was what drove these people, passion for
their product or their cause. If you care enough, you will find out what you need to
know. Or you will experiment and not worry if the experiment goes wrong. Passion as the secret to
learning is an odd secret to propose, but I believe that it works at all levels and at all ages. Sadly, passion is not a word often heard in the elephant organizations,
nor in schools, where it can seem disruptive.”
![Page 20: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/20.jpg)
Hardball: Are You Playing to Play or Playing to Win? by George Stalk & Rob Lachenauer/HBS Press
“The winners in business have always played hardball.” “Unleash massive and overwhelming force.” “Exploit anomalies.” “Threaten your competitor’s profit
sanctuaries.” “Entice your competitor into retreat.”
Approximately 640 Index entries: Customer/s (service,
retention, loyalty), 4. People (employees, motivation, morale, worker/s), 0.
Innovation (product development, research & development, new products), 0.
![Page 21: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/21.jpg)
Everybody’s Story.
![Page 22: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/22.jpg)
“One Singaporean worker costs as much as …
3 … in Malaysia 8 … in Thailand 13 … in China 18 … in India.”
Source: The Straits Times/08.18.03
![Page 23: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/23.jpg)
“Thaksinomics” (after Thaksin Shinawatra, PM)/
“Bangkok Fashion City”:
“managed asset reflation” (add to brand value of Thai
textiles by demonstrating flair and design excellence)
Source: The Straits Times/03.04.2004
![Page 24: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/24.jpg)
1. Re-imagine Permanence:
The Emperor Has No Clothes!
![Page 25: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/25.jpg)
Forbes100 from 1917 to 1987: 39 members of the Class of ’17 were alive
in ’87; 18 in ’87 F100; 18 F100 “survivors” underperformed the market
by 20%; just 2 (2%), GE & Kodak, outperformed the market 1917 to 1987.
S&P 500 from 1957 to 1997: 74 members of the Class of ’57 were alive in ’97;
12 (2.4%) of 500 outperformed the market from 1957 to 1997.
Source: Dick Foster & Sarah Kaplan, Creative Destruction: Why Companies That Are Built to Last Underperform the Market
![Page 26: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/26.jpg)
“I am often asked by would-be entrepreneurs seeking escape from life within huge corporate
structures, ‘How do I build a small firm for
myself?’ The answer seems obvious: Buy a very large one
and just wait.” —Paul Ormerod,
Why Most Things Fail: Evolution, Extinction and Economics
![Page 27: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/27.jpg)
2. Re-imagine: Innovate or Die!
![Page 28: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/28.jpg)
Re-imagine!
![Page 29: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/29.jpg)
“Under his former boss, Jack Welch, the skills GE prized above all others were cost-cutting,
efficiency and deal-making. What mattered was the continual improvement of operations, and that mindset helped the $152 billion industrial
and finance behemoth become a marvel of
earnings consistency. Immelt hasn’t turned his back on the old ways. But in his
GE, the new imperatives are risk-taking, sophisticated marketing and,
above all, innovation.” —BW/032805
![Page 30: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/30.jpg)
Resist!
![Page 31: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/31.jpg)
“Not a single company that qualified as having made a
sustained transformation ignited its leap with a big acquisition or merger. Moreover, comparison companies—
those that failed to make a leap or, if they did, failed to sustain it—often tried to make themselves great
with a big acquisition or merger. They failed to grasp the simple truth that while you can buy your way to
growth, you cannot buy your way to greatness.” —Jim Collins/Time
![Page 32: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/32.jpg)
“Shremp is one of the last dinosaurs of Germany Inc. He represents a strategy of
acquiring assets and building empires that just
didn’t work.” —Arndt Ellinghorst/
analyst/Dresdner Kleinwort Wasserstein
![Page 33: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/33.jpg)
“Acquisitions are about
buying market share. Our challenge is to create markets.
There is a big difference.” Peter Job, CEO, Reuters
![Page 34: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/34.jpg)
Scale?
![Page 35: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/35.jpg)
“I don’t believe in
economies of scale. You don’t get better by being bigger. You get worse.” —Dick Kovacevich/
Wells Fargo/Forbes08.2004 (ROA: Wells, 1.7%; Citi, 1.5%; BofA, 1.3%; J.P. Morgan Chase, 0.9%)
![Page 36: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/36.jpg)
“All Strategy Is Local: True competitive advantages are harder to find and
maintain than people realize. The odds are best in tightly drawn markets, not big,
sprawling ones” —Title/Bruce Greenwald & Judd Kahn/HBR09.05
“Sustainable domination is more likely in markets of restricted size. It is paradoxical but true that economies of
scale are subject to scale limitations themselves. … When a market gets too big, diseconomies of coordination can prevail
over economies of scale.” —Bruce Greenwald & Judd Kahn/“All Strategy Is Local”/HBR09.05
![Page 37: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/37.jpg)
Bold!
![Page 38: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/38.jpg)
“Beware of the tyranny of making Small
Changes to Small Things.
Rather, make Big Changes to Big
Things.” —Roger Enrico, former Chairman, PepsiCo
![Page 39: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/39.jpg)
Innovation Index: How many of your Top 5 Strategic
Initiatives/Key Projects score 8 or higher (out of 10) on a
“Weirdness”/ “Profundity”/ “Wow”/ “Gasp-worthy”/ “Game-changer” Scale?
![Page 40: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/40.jpg)
“To grow, companies need to break out of a
vicious cycle of competitive
benchmarking and imitation.” —W. Chan Kim & René Mauborgne,
“Think for Yourself —Stop Copying a Rival,” Financial Times/08.11.03
![Page 41: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/41.jpg)
Innovation!
NOT
Imitation
![Page 42: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/42.jpg)
Saviors-in-Waiting
Disgruntled CustomersOff-the-Scope Competitors
Rogue EmployeesFringe Suppliers
Wayne Burkan, Wide Angle Vision: Beat the Competition by Focusing on Fringe Competitors, Lost Customers, and Rogue Employees
![Page 43: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/43.jpg)
“Don’t benchmark,
futuremark!” Impetus: “The future is already here; it’s just
not evenly distributed”—William Gibson
![Page 44: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/44.jpg)
“The Bottleneck is at the Top of the Bottle”
“Where are you likely to find people with the least diversity of experience, the largest investment in the past, and the greatest reverence for industry dogma?
At the top!” — Gary Hamel/“Strategy or Revolution”/Harvard Business Review
![Page 45: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/45.jpg)
3. Re-imagine Organizing I:
IS/IT as Disruptive Tool!
![Page 46: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/46.jpg)
Power Tools for Power Solutions/
Strategies! —TP
![Page 47: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/47.jpg)
“Ebusiness is about rebuilding the organization
from the ground up. Most companies today are not built to exploit the
Internet. Their business processes, their approvals, their hierarchies, the number of people they employ … all of that is wrong
for running an ebusiness.”
Ray Lane, Kleiner Perkins
![Page 48: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/48.jpg)
4. Re-imagine Organizing II:
What Organization?
![Page 49: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/49.jpg)
“Organizations will still be critically important in the
world, but as ‘organizers,’ not
‘employers’!” — Charles Handy
![Page 50: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/50.jpg)
Not “out sourcing”Not “off shoring”
Not “near shoring”Not “in sourcing”
but …
“Best Sourcing”
![Page 51: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/51.jpg)
5. Re-imagine Organizing III:
The Power of “We”
![Page 52: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/52.jpg)
“The nearly 1 billion people online worldwide—along with their shared knowledge, social contacts, online reputations, computing power, and
more—are rapidly becoming a collective force of unprecedented power. For the first time in human history, mass cooperation across
time and space is suddenly economical.” —BW/06.20.05
![Page 53: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/53.jpg)
6. Re-imagine Organizing IV: The White-Collar Tsunami
and the Professional Service Firm (“PSF”)
Imperative.
![Page 54: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/54.jpg)
“ ‘Disintermediation’ is overrated. Those who fear disintermediation
should in fact be afraid of
irrelevance—disintermediation is just another way of saying
that you’ve become irrelevant to your
customers.” —John Battelle/Point/Advertising Age/07.05
![Page 55: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/55.jpg)
“Product Design Outsourcing Set
For Big Rise”
—Headline/FT/06.05
![Page 56: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/56.jpg)
Richard: “ Papa, what do you do?”
Papa: “I’m ‘overhead.’ ”
![Page 57: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/57.jpg)
Richard: “ Papa, what do you do?”
Papa: “I manage a ‘cost center.’ ”
![Page 58: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/58.jpg)
Answer: PSF![Professional Service Firm]
Department Head
to …
Managing Partner, IS [HR, Finance, etc.] Inc.
![Page 59: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/59.jpg)
The “PSF35”: Thirty-Five
Professional Service Firm Marks of Excellence
![Page 60: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/60.jpg)
The PSF35: The Work & The Legacy
1. CRYSTAL CLEAR POINT OF VIEW (Every Practice Group: “If you can’t explain your position in eight words or less, you don’t have a position”—Seth Godin)2. DRAMATIC DIFFERENCE (“We are the only ones who do what we do”—Jerry Garcia)3. Stretch Is Routine (“Never bite off less than you can chew”—anon.)4. Eye-Appetite for Game-changer Projects (Excellence at Assembling “Best Team”—Fast) 5. “Playful” Clients (Adventurous folks who unfailingly Aim to Change the World)6. Small “Uneconomic” Clients with Big Aims7. Life Is Too Short to Work with Jerks (Fire lousy clients)8. OBSESSED WITH LEGACY (Practice Group and Individual: “Dent the Universe”—Steve Jobs)9. Fire-on-the-spot Anyone Who Says, “Law/Architecture/Consulting/ I-banking/ Accounting/PR/Etc. has become a ‘commodity’ ”10. Consistent with #9 above … DO NOT SHY AWAY FROM THE WORD (IDEA) “RADICAL”
![Page 61: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/61.jpg)
Point of
View!
![Page 62: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/62.jpg)
6. Re-imagine Business’s Fundamental Value
Proposition: PSFs Unbound … Fighting “Inevitable
Commoditization” via
“The Solutions Imperative.”
![Page 63: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/63.jpg)
“The ‘surplus society’ has a surplus of
similar companies, employing
similar people, with similar educational backgrounds, coming up
with similar ideas, producing
similar things, with similar prices
and similar quality.”
Kjell Nordström and Jonas Ridderstråle, Funky Business
![Page 64: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/64.jpg)
And the “M” Stands for … ?
Gerstner’s IBM: “Systems Integrator of
choice.” (BW)
IBM Global Services: $55B
![Page 65: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/65.jpg)
“Big Brown’s New Bag: UPS Aims to Be the Traffic Manager
for Corporate America” —Headline/BW
![Page 66: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/66.jpg)
“Customer Satisfaction” to “Customer Success”
“We’re getting better at [Six Sigma] every day. But we really need to think about the
customer’s profitability. Are customers’ bottom lines
really benefiting from what we provide them?”
Bob Nardelli, GE Power Systems
![Page 67: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/67.jpg)
Bear In Mind: Customer Satisfaction
versus Customer
Success
![Page 68: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/68.jpg)
7. Re-imagine Enterprise as
Theater I: A World of Scintillating “Experiences.”
![Page 69: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/69.jpg)
“Experiences are as distinct from services as services are from
goods.”Joseph Pine & James Gilmore, The Experience Economy:
Work Is Theatre & Every Business a Stage
![Page 70: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/70.jpg)
“Club Med is more than just a ‘resort’; it’s a means of rediscovering oneself, of inventing an
entirely new ‘me.’ ”
Source: Jean-Marie Dru, Disruption
![Page 71: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/71.jpg)
The “Experience Ladder”
Experiences Services
Goods Raw Materials
![Page 72: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/72.jpg)
The “Experience Ladder”/TP
Experiences
Solutions/SuccessServicesGoods
Raw Materials
![Page 73: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/73.jpg)
One company’s answer:
CXO*
*Chief eXperience Officer
![Page 74: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/74.jpg)
Sales per Square Foot/Grocery
Albertson’s: $384Wal*Mart: $415
Whole Foods: $798
![Page 75: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/75.jpg)
8. Re-imagine Enterprise as
Theater II: Embracing the
“Dream Business.”
![Page 76: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/76.jpg)
DREAM: “A dream is a complete moment in the life of a client. Important experiences that tempt the client to commit substantial resources. The
essence of the desires of the consumer. The opportunity to help clients become what they want to be.” —Gian Luigi Longinotti-Buitoni
![Page 77: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/77.jpg)
Experience Ladder/TP
Dreams Come True Awesome Experiences
SolutionsServicesGoods
Raw Materials
![Page 78: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/78.jpg)
“The Ritz-Carlton experience enlivens the
senses, instills well-being, and fulfills even the unexpressed wishes
and needs of our guests.” — from the Ritz-Carlton Credo
![Page 79: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/79.jpg)
IBM, UPS …
Dream Merchants!
![Page 80: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/80.jpg)
“The sun is setting on the Information Society—even before we have fully adjusted to its demands as individuals and as
companies. We have lived as hunters and as farmers, we have worked in factories and now we live in an information-based
society whose icon is the computer. We stand facing the fifth kind of
society: the Dream Society. … Future products will have to appeal to
our hearts, not to our heads. Now is the time to add emotional value to products and services.” —Rolf Jensen/The Dream Society:How the
Coming Shift from Information to Imagination Will Transform Your Business
![Page 81: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/81.jpg)
“Clients want either the best or
the least expensive; there is
no in between.” —from John Di Julius, Secret Service
![Page 82: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/82.jpg)
“The ‘mass market’ is dead. Consumers look
for either price or quality. The middle is
shrinking.” —Walter Robb/COO/
Whole Foods/Investors Business Daily/06.20.05
![Page 83: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/83.jpg)
9. Re-imagine the Fundamental Selling Proposition: “It” all adds up to …
(THE BRAND.) (THE STORY.)(THE DREAM.)
The Love.
![Page 84: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/84.jpg)
“WHO ARE WE?”
![Page 85: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/85.jpg)
“WHAT’S OUR
STORY?”
![Page 86: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/86.jpg)
“WHAT’S THE
DREAM?”
![Page 87: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/87.jpg)
“We are in the twilight of a society based on data. As information and intelligence become the domain of computers, society will place more value on the one human ability that cannot be automated: emotion. Imagination,
myth, ritual - the language of emotion - will affect everything from our
purchasing decisions to how we work with others.
Companies will thrive on the basis of their stories
and myths. Companies will need to understand that their
products are less important than their stories.”
Rolf Jensen, Copenhagen Institute for Future Studies
![Page 88: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/88.jpg)
“Brands have run out of
juice. They’re dead.” —Kevin Roberts/
Saatchi & Saatchi
![Page 89: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/89.jpg)
Kevin Roberts:
Lovemarks!
![Page 90: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/90.jpg)
![Page 91: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/91.jpg)
![Page 92: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/92.jpg)
![Page 93: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/93.jpg)
![Page 94: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/94.jpg)
Lovemark Dreams Come True
Awesome ExperiencesSolutions
ServicesGoods
Raw Materials
![Page 95: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/95.jpg)
10. Re-imagine
Excellence: The Talent
Obsession.
![Page 96: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/96.jpg)
The
Talent48
![Page 97: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/97.jpg)
1. People First!
![Page 98: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/98.jpg)
“When land was the scarce resource, nations battled
over it. The same is happening now for talented people.”Stan Davis & Christopher Meyer, futureWEALTH
![Page 99: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/99.jpg)
Talent!
Tina Brown: “The first thing to do is to hire enough
talent that a critical mass of excitement
starts to grow.”Source: Business2.0
![Page 100: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/100.jpg)
Whoops: Jack didn’t have a vision!*
*GE = “Talent Machine” (Ed Michaels)
![Page 101: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/101.jpg)
Headhunter “Excellence”? (CEO Performance vs S&P 500)
Korn Ferry/Tom Neff: +1.1%
Heidrick & Struggles/ Gerry Roche: -5.2%
![Page 102: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/102.jpg)
2. Soft Is Hard.
![Page 103: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/103.jpg)
!
![Page 104: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/104.jpg)
3. FUNDAMENTAL PREMISE: We Are in an Age
of Talent/Creativity/ Intellectual-capital Added.
![Page 105: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/105.jpg)
“Human creativity is the ultimate
economic resource.” —Richard Florida,
The Rise of the Creative Class
![Page 106: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/106.jpg)
Age of AgricultureIndustrial Age
Age of Information IntensificationAge of Creation Intensification
Source: Murikami Teruyasu, Nomura Research Institute
![Page 107: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/107.jpg)
Agriculture Age (farmers)
Industrial Age (factory workers)
Information Age (knowledge workers)
Conceptual Age (creators and empathizers)
Source: Dan Pink, A Whole New Mind
![Page 108: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/108.jpg)
![Page 109: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/109.jpg)
“The Dawn of the Creative Age”
“There’s a whole new class of workers in the U.S. that’s 38-million strong: the creative class. At its core are the scientists, engineers,
architects, designers, educators, artists, musicians and entertainers whose economic function is to create new ideas, new technology, or new content.
Also included are the creative professions of business and finance, law, healthcare and related fields, in which knowledge workers engage in complex problem solving that involves a great deal of independent
judgment. Today the creative sector of the U.S. economy, broadly defined, employs more than 30% of the workforce (more than all of manufacturing) and accounts for more than half of all wage and salary income (some $2
trillion)—almost as much as the manufacturing and service sectors together. Indeed, the United States has now entered what I call the Creative
Age.” —“America’s Looming Creativity Crisis”/ Richard Florida/HBR
![Page 110: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/110.jpg)
U.S. Patent Office/Patents Granted
1985 1998
Venezuela 15 …………… 29Argentina 12 …………… 46Mexico 35 …………... 77Brazil 30 …………… 88
South Korea 50 …………… 3,362 (67X)
Source: Juan Enriquez/As the Future Catches You
![Page 111: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/111.jpg)
“My wife and I went to a [kindergarten] parent-teacher conference and were informed that our budding
refrigerator artist, Christopher, would be receiving a grade of Unsatisfactory in art. We were shocked. How could any child—let alone our child—receive a poor
grade in art at such a young age? His teacher informed us that he had refused to color within the lines, which was a
state requirement for demonstrating ‘grade-level motor
skills.’ ” —Jordan Ayan, AHA!
![Page 112: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/112.jpg)
15 “Leading” Biz Schools
Design/Core: 0Design/Elective: 1
Creativity/Core: 0Creativity/Elective: 4
Innovation/Core: 0Innovation/Elective: 6
Source: DMI/Summer 2002Research by Thomas Lockwood
![Page 113: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/113.jpg)
4. Talent “Excellence” in Every Part of
Every Organization.
![Page 114: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/114.jpg)
Wegman’s: #1/100 Best Companies to Work for
84%: Grocery stores “are all alike”46%: additional spend if customers have an “emotional
connection” to a grocery store rather than “are satisfied” (Gallup)
“Going to Wegman’s is not just shopping, it’s an event.” —Christopher Hoyt, grocery consultant
“You cannot separate their strategy as a retailer from their strategy as an
employer.” —Darrell Rigby, Bain & Co.
![Page 115: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/115.jpg)
5. P.O.T./ Pursuit Of Talent =
OBSESSION.
![Page 116: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/116.jpg)
“The leaders of Great
Groups love talent and know where to find it.
They revel in the talent of others.”
Warren Bennis & Patricia Ward Biederman, Organizing Genius
![Page 117: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/117.jpg)
PARC’s Bob Taylor:
“Connoisseur of Talent ”
![Page 118: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/118.jpg)
Les Wexner: From sweaters to
people!
![Page 119: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/119.jpg)
6. Talent Masters Understand Talent’s
Intangibles.
![Page 120: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/120.jpg)
Visibly energetic/Passionate/Enthusiastic … about everything.Engaging/Inspires others. (Inspires the interviewer!)
Loves messes & pressure. Impatient/ Action fanatic.
A finisher.Exhibits: Fat “WOW Project” Portfolio. (Loves to talk about her work.)
Smart.Curious/ Eclectic interests/ A little (or more) weird.Well-developed sense of humor/ Fun to be around.
******
No. 1 re bosses: Exceptional talent selection & development record. (Former co-workers: “Did you visibly grow while working with X?” /“How has the department/team grown
on a ‘world-class’ scale during X’s tenure?”)
![Page 121: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/121.jpg)
Q: “If it were your $50K [life’s savings] and my $50K, what sort of Waiters would we look for?”
A:
“Enthusiasts!”
![Page 122: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/122.jpg)
7. HR Is “Cool.”
![Page 123: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/123.jpg)
Chicago:HRMAC
![Page 124: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/124.jpg)
“support function” / “cost center” / “bureaucratic
drag”
or …
![Page 125: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/125.jpg)
Are you “Rock Stars of the
Age of Talent”
![Page 126: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/126.jpg)
“HR doesn’t tend to hire a lot of
independent thinkers or people who stand up as moral compasses.” —Garold
Markle, Shell Offshore HR Exec (FC/08.05)
![Page 127: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/127.jpg)
8. HR Sits at The Head
Table.
![Page 128: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/128.jpg)
DD$21M
![Page 129: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/129.jpg)
9. Re-name “HR.”
![Page 130: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/130.jpg)
Talent Department
![Page 131: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/131.jpg)
People Department
Center for Talent Excellence
Seriously Cool People Who Recruit & Develop Seriously Cool People
Etc.
![Page 132: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/132.jpg)
“H.R.” to “H.E.D.” ???
Human
Enablement
Department
![Page 133: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/133.jpg)
10. There Is an “HR Strategy”/
“HR Vision”
![Page 134: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/134.jpg)
Our Mission
To develop and manage talent;to apply that talent,
throughout the world, for the benefit of clients;to do so in partnership;
to do so with profit.
WPP
![Page 135: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/135.jpg)
“Omnicom very simply is about talent. It’s about
the acquisition of talent, providing the
atmosphere so talent is attracted to it.” —John Wren
![Page 136: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/136.jpg)
What’s your company’s …
EVP?Employee Value Proposition, per Ed
Michaels et al., The War for Talent;
IBP/Internal Brand Promise per TP
![Page 137: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/137.jpg)
EVP = Challenge, professional growth, respect, satisfaction, opportunity, reward
Source: Ed Michaels et al., The War for Talent
![Page 138: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/138.jpg)
11. Acquire for Talent!
![Page 139: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/139.jpg)
Omnicom's acquisitions: “not for
size per se”; “buying talent;” “deepen a
relationship with a client.”
Source: Advertising Age
![Page 140: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/140.jpg)
12. There Is a FORMAL
Recruitment Strategy.
![Page 141: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/141.jpg)
Cirque du
Soleil!
![Page 142: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/142.jpg)
Cirque du Soleil: Talent (12 full-
time scouts, database of 20,000). R&D (40% of profits; 2X avg corp). Controls (shows are
profit centers; partners like Disney offset costs; $100M on
$500M). Scarcity builds buzz/brand (1 new show per year. “People tell me we’re leaving money on the table by not
duplicating our shows. They’re right.” —Daniel Lamarre, president).
Source: “The Phantasmagoria Factory”/Business 2.0/1-2.2004
![Page 143: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/143.jpg)
13. There Is a FORMAL Leadership
Development Strategy.
![Page 144: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/144.jpg)
14. There is a “World Class” Leadership
Development CENTER.
![Page 145: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/145.jpg)
Crotonville!*
*No B-schools!
![Page 146: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/146.jpg)
DD: 0 to 60mph in a flash (months)
![Page 147: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/147.jpg)
Getting to WOW Through Mastery of …
The Sales25.
![Page 148: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/148.jpg)
Getting Things Done: The
Power &
Implementation34.
![Page 149: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/149.jpg)
Presentation Excellence: The
PresX56
![Page 150: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/150.jpg)
The Interviewing Excellence: The
IntX31
![Page 151: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/151.jpg)
15. There Is a FORMAL
STRATEGIC HR Review Process.
![Page 152: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/152.jpg)
16. The “Top100,” and Every Unit’s Top10, Are
Consciously Managed.
![Page 153: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/153.jpg)
“In most companies, the Talent Review Process is a farce. At GE, Jack Welch and his two top HR people
visit each division for a day. They review the top 20 to 50 people by name. They talk about Talent Pool
strengthening issues. The Talent Review Process is a contact sport at
GE; it has the intensity and the importance of the budget
process at most companies.” —Ed Michaels
![Page 154: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/154.jpg)
17. “People”/ Talent” Reviews
Are the FIRST Reviews.
![Page 155: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/155.jpg)
18. HR Strategy = BUSINESS Strategy.
![Page 156: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/156.jpg)
19. Make it a “Cause Worth
Signing Up For.”
![Page 157: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/157.jpg)
G.H.: “Create a
‘cause,’ not a
‘business.’ ”
![Page 158: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/158.jpg)
20. Unleash “Their” Full Potential!
![Page 159: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/159.jpg)
Organizing Genius / Warren Bennis and Patricia Ward Biederman
“Groups become great only when everyone in them, leaders and
members alike, is free to do his or her absolute best.”
“The best thing a leader can do for a
Great Group is to allow its members to discover their
greatness.”
![Page 160: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/160.jpg)
Yes!!!!!!!!!!!!!!!!!
“free to do his or her absolute best” …
“allow its members to discover their
greatness.”
![Page 161: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/161.jpg)
“Firms will not ‘manage the careers’
of their employees. They will provide opportunities to enable
the employee to develop identity and adaptability and
thus be in charge of his or her own career.”
Tim Hall et al., “The New Protean Career Contract”
![Page 162: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/162.jpg)
RE/MAX: A “Life Success
Company”Source: Everybody Wins, Phil Harkins & Keith Hollihan
![Page 163: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/163.jpg)
“Agent-centric”: “You’re not in the real estate business anymore; you’re in the
real estate agent business!”
Source: Everybody Wins, Phil Harkins & Keith Hollihan
![Page 164: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/164.jpg)
Ye gads: “Thomas Stanley has not only found no correlation between success in school and an ability to accumulate wealth, he’s actually
found a negative correlation. ‘It seems that school-related evaluations are poor predictors of economic
success,’ Stanley concluded. What did predict success was a willingness to take risks. Yet the success-failure standards of most schools penalized risk takers. Most educational systems reward those who play it safe. As a result, those who do well in
school find it hard to take risks later on.”
Richard Farson & Ralph Keyes, Whoever Makes the Most Mistakes Wins
![Page 165: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/165.jpg)
21. Set Sky High
Standards.
![Page 166: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/166.jpg)
From “1, 2 or you’re out” [JW] to …
“Best Talent in each industry segment to build
best proprietary intangibles” [EM]
Source: Ed Michaels, War for Talent
![Page 167: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/167.jpg)
22. Enlist Everyone in Challenge Century21.
![Page 168: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/168.jpg)
“If there is nothing very special about
your work, no matter how hard you apply yourself you won’t get noticed, and that increasingly means you won’t get paid much
either.”Michael Goldhaber, Wired
![Page 169: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/169.jpg)
Distinct …
or … Extinct
![Page 170: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/170.jpg)
New Work SurvivalKit.2005
1. Mastery! (Best/Absurdly Good at Something!)2. “Manage” to Legacy (All Work = “Memorable”/“Braggable” WOW Projects!)3. A “USP”/Unique Selling Proposition (R.POV8: Remarkable Point of View … captured in 8 or less words) 4. Rolodex Obsession (From vertical/hierarchy/“suck up” loyalty to horizontal/“colleague”/“mate” loyalty)5. Entrepreneurial Instinct (A sleepless … Eye for Opportunity! E.g.: Small Opp for Independent Action beats faceless part of Monster Project)6. CEO/Leader/Businessperson/Closer (CEO, Me Inc. Period! 24/7!)7. Master of Improv (Play a dozen parts simultaneously, from Chief Strategist to Chief Toilet Scrubber)8. Sense of Humor (A willingness to Screw Up & Move On)9. Comfortable with Your Skin (Bring “interesting you” to work!)10. Intense Appetite for Technology (E.g.: How Cool-Active is your Web site? Do you Blog?)11. Embrace “Marketing” (Your own CSO/Chief Storytelling Officer)12. Passion for Renewal (Your own CLO/Chief Learning Officer) 13. Execution Excellence! (Show up on time! Leave last!)
![Page 171: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/171.jpg)
23. Pursue the Best!
![Page 172: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/172.jpg)
“Differentiation is all about being extreme, rewarding the
best and weeding out the ineffective. … You build strong
teams by treating individuals differently. Just look at the way
baseball teams pay 20-game winning pitchers and 40-plus
homerun hitters.” —Jack Welch
![Page 173: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/173.jpg)
“best person in the world” —
Arthur Blank
![Page 174: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/174.jpg)
Did We Say “Talent Matters”?
“The top software developers are more productive than average software
developers not by a factor of 10X or 100X, or even 1,000X,
but 10,000X.”
—Nathan Myhrvold, former Chief Scientist, Microsoft
![Page 175: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/175.jpg)
“THE HEART OF CELERA … IS THE WORLD’S LARGEST PRIVATE SUPERCOMPUTER …
FED 24 HOURS A DAY … BY SEQUENCING ROBOTS … AND CREATED-PROGRAMMED-
CONTROLLED … BY A DOZEN GREAT MINDS.”
Source: Juan Enriquez/As the Future Catches You
![Page 176: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/176.jpg)
24. Up or Out.
![Page 177: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/177.jpg)
“We believe companies can increase their market cap 50 percent in 3 years. Steve Macadam at Georgia-
Pacific changed 20 of his 40 box plant managers to put more talented, higher paid
managers in charge. He increased
profitability from $25 million to $80 million in 2 years.”
Ed Michaels, War for Talent
![Page 178: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/178.jpg)
25. Ensure that the Review
Process Has INTEGRITY.
![Page 179: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/179.jpg)
25 = 100** “But what do I do that’s more important than developing
people? I don’t do the damn work. They do.”
![Page 180: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/180.jpg)
26. Pay Up!
![Page 181: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/181.jpg)
“Top performing companies are two to four times more likely
than the rest to pay what it takes to prevent losing
top performers.”
Ed Michaels, War for Talent (05.17.00)
![Page 182: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/182.jpg)
Costco
*$17/hour (42% above Sam’s); very good health
plan; low t/o, low shrinkage*Low margins (“When I started, Sears, Roebuck was th Costco of the country, but they allowed
someone to come in under them”—Jim Sinegal)
Source: “How Costco Became the Anti-Wal*Mart/NYT/07.17.05
![Page 183: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/183.jpg)
27. Training I: Train! Train!
Train!
![Page 184: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/184.jpg)
26.3
![Page 185: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/185.jpg)
3 Weeks in May
“Training” & Prep: 187“Work”: 41
(“Other”: 17)
![Page 186: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/186.jpg)
1%
vs.
367%
![Page 187: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/187.jpg)
Divas do it. Violinists do it. Sprinters do it. Golfers do it.
Pilots do it. Soldiers do it. Surgeons do it. Cops do it.
Astronauts do it. Why don’t businesspeople do it?
![Page 188: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/188.jpg)
“Knowledge becomes obsolete incredibly fast. The
continuing professional education of adults is the
No. 1 industry in the next 30 years … mostly on line.”
Peter Drucker, Business 2.0
![Page 189: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/189.jpg)
Edward Jones’ Training Machine*
146 hours/employee/yearNew hires: 4X avg.
3.8% of payroll
* #1, “The 100 Best Companies To Work For”/Fortune/01.2003
![Page 190: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/190.jpg)
28. Training II: 100% “Business
People.”
![Page 191: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/191.jpg)
29. Training III: 100%
LEADERS.
![Page 192: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/192.jpg)
“I start with the premise that the
function of leadership is to produce more leaders, not more
followers.” —Ralph Nader
![Page 193: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/193.jpg)
30. Training IV: Boss as Trainer-
in-Chief.
![Page 194: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/194.jpg)
Workout = 24 DPY in the Classroom
![Page 195: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/195.jpg)
31. Open Communication: NO BARRIERS.
![Page 196: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/196.jpg)
“The organizations we created have become tyrants. They have taken
control, holding us fettered, creating barriers that hinder rather than help our businesses. The lines that we drew on our neat organizational diagrams have turned into walls
that no one can scale or penetrate or even peer over.” —Frank Lekanne Deprez &
René Tissen, Zero Space: Moving Beyond Organizational Limits
![Page 197: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/197.jpg)
32. Respect!
![Page 198: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/198.jpg)
“It was much later that I realized Dad’s secret. He gained respect by giving it. He talked and listened
to the fourth-grade kids in Spring Valley who shined shoes the same way he talked and listened to a
bishop or a college president. He was seriously interested in
who you were and what you had to say.”
Sara Lawrence-Lightfoot, Respect
![Page 199: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/199.jpg)
“What creates trust, in the end, is
the leader’s manifest respect
for the followers.” —
Jim O’Toole, Leading Change
![Page 200: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/200.jpg)
33. Embrace the Whole Individual.
![Page 201: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/201.jpg)
34. Build Places of “Grace.”
![Page 202: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/202.jpg)
“My favorite word is grace –
whether it’s amazing grace,
saving grace, grace under
fire, Grace Kelly. How we live contributes to beauty – whether it’s how we treat other people or the environment.”—Celeste Cooper, designer
![Page 203: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/203.jpg)
Rodale’s on “Grace” …
elegance … charm … loveliness … poetry in motion … kindliness ..
benevolence … benefaction … compassion … beauty
![Page 204: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/204.jpg)
35. MBWA*: Visible
Leadership!
*Managing By Wandering Around
![Page 205: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/205.jpg)
“The first and greatest imperative of command
is to be present in person. Those who
impose risk must be seen to share it.” —John Keegan,
The Mask of Command
![Page 206: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/206.jpg)
36. Thank You!
![Page 207: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/207.jpg)
“The deepest human need
is the need to be appreciated.”
William James
![Page 208: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/208.jpg)
37. Promote for “people skills.” (THE REST IS
DETAILS.)
![Page 209: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/209.jpg)
33 Division Titles. 26 League Pennants. 14
World Series: Earl Weaver—0. Tom Kelly—0. Jim Leyland—0.
Walter Alston—1AB. Tony LaRussa—132 games, 6 seasons. Tommy Lasorda—P, 26 games. Sparky
Anderson—1 season.
![Page 210: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/210.jpg)
“When assessing candidates, the first thing I looked for was energy and
enthusiasm for execution. Does she talk about the thrill of getting things done, the obstacles overcome, the role her people played —or does she
keep wandering back to strategy or philosophy?”
—Larry Bossidy, Honeywell/AlliedSignal, in Execution
![Page 211: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/211.jpg)
38. Honor Youth.
![Page 212: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/212.jpg)
“Why focus on these late teens and twenty-
somethings? Because they are the first young who are both in a position to change the world, and are actually doing so. … For the first time in history,
children are more comfortable, knowledgeable and literate than their parents about an
innovation central to society. … The Internet has triggered the first industrial revolution in history
to be led by the young.”
The Economist
![Page 213: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/213.jpg)
39. Provide Early Leadership
Assignments.
![Page 214: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/214.jpg)
The
WOW!
Project
![Page 215: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/215.jpg)
“Think BIG … Think DIFFERENT … Think COOL” … “Appropriate
‘benchmark’: earn a place in the history books … be able to say to your grandson/daughter, ’I
was project manager of the Big Dig’” —TP/Bentley magazine
![Page 216: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/216.jpg)
Your Current Project?
1. Another day’s work/Pays the rent.4. Of value.7. Pretty Damn Cool/Definitely subversive.10. WE AIM TO CHANGE THE WORLD. (Insane!/Insanely Great!/WOW!)
![Page 217: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/217.jpg)
The Project 50
![Page 218: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/218.jpg)
Create Sell Implement Exit
Traditional 10% 0% 90% 0%Emphasis
Our View 30% 30% 30% 10%
![Page 219: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/219.jpg)
40. Create a FORMAL System
of Mentoring.
![Page 220: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/220.jpg)
W. L. GoreQuad/Graphics
![Page 221: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/221.jpg)
41. Hire (& Protect!) Weird!
![Page 222: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/222.jpg)
“Are there enough weird people in
the lab these days?”V. Chmn., pharmaceutical house, to a lab director
![Page 223: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/223.jpg)
The Cracked Ones Let in the Light
“Our business needs a massive transfusion of talent, and
talent, I believe, is most likely
to be found among non-conformists, dissenters
and rebels.”David Ogilvy
![Page 224: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/224.jpg)
Deviants, Inc. “Deviance tells the story of every mass
market ever created. What starts out weird and dangerous
becomes America’s next big corporate payday. So are you looking for the next mass market idea? It’s out there … way
out there.”
Source: Ryan Matthews & Watts Wacker, Fast Company (03.02)
![Page 225: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/225.jpg)
Saviors-in-Waiting
Disgruntled CustomersOff-the-Scope Competitors
Rogue EmployeesFringe Suppliers
Wayne Burkan, Wide Angle Vision: Beat the Competition by Focusing on Fringe Competitors, Lost Customers, and Rogue Employees
![Page 226: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/226.jpg)
Why Do I love Freaks?
(1) Because when Anything Interesting happens … it was a freak who did it. (Period.) (2) Freaks are fun. (Freaks are also a pain.) (Freaks are never boring.) (3) We need freaks. Especially in freaky times. (Hint: These are freaky times, for you & me & the CIA & the Army & Avon.) (4) A critical mass of freaks-in-our-midst automatically make us-who-are-not-so-freaky at least somewhat more freaky. (Which is a Good Thing in freaky times—see immediately above.) (5) Freaks are the only (ONLY) ones who succeed—as in, make it into the history books. (6) Freaks keep us from falling into ruts. (If we listen to them.) (We seldom listen to them.) (Which is why most of us—and our organizations—are in ruts. Make that chasms.)
![Page 227: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/227.jpg)
42. Cherish Boldness!
![Page 228: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/228.jpg)
No Wiggle Room!
“Incrementalism is innovation’s worst enemy.”
Nicholas Negroponte
![Page 229: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/229.jpg)
43. We Are All Unique.
![Page 230: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/230.jpg)
Beware Standardized Evals: One size NEVER fits all. One size fits
one. Period.
![Page 231: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/231.jpg)
48 Players = 48 Projects =
48 different success measures.
![Page 232: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/232.jpg)
44. Bosses “Win People
Over.”
![Page 233: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/233.jpg)
WHAT AN IDIOT: “Instead of employees being in the driver’s
seat, now we’re in the driver’s seat.”
![Page 234: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/234.jpg)
PJ: “Coaching is winning
players over.”
![Page 235: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/235.jpg)
45. GOAL: Voyages of
Mutual Discovery.
![Page 236: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/236.jpg)
I am inalterably opposed to “organization change,”
“empowerment,” “motivation.” The goal: to awaken the latent talent
already within, by providing opportunities worthy of the
individual’s investment of her or his most precious resources …
time and emotional commitment.
![Page 237: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/237.jpg)
Leaders (Teachers) Do Not “Transform People”!
Instead leaders (1) provide a context which is marked by (2) access to a luxuriant portfolio of meaningful
opportunities (projects) which (3) allow people to fully (and safely, mostly—caveat: “they” don’t engage unless they’re
“mad about something”) express their innate curiosity and (4) engage in a vigorous discovery voyage (alone and in small teams, assisted by an extensive self-constructed
network) by which those people (5) go to-create places they (and their mentors-teachers-leaders) had
never dreamed existed—and then the leaders (6) applaud like hell and stage “photo-ops” to
commemorate the bravery of their “followers’ ” explorations!
![Page 238: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/238.jpg)
46. Foster Independence.
![Page 239: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/239.jpg)
“You must realize that how you invest your human capital matters as much as how you invest your
financial capital. Its rate of return determines your future options. Take a job for what it teaches you,
not for what it pays. Instead of a potential employer asking, ‘Where do you see yourself in 5 years?’ you’ll ask, ‘If I invest my mental assets
with you for 5 years, how much will they appreciate? How much will my portfolio of
career options grow?’ ”
Stan Davis & Christopher Meyer, futureWEALTH
![Page 240: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/240.jpg)
THE rise up and flee your cubicle STREET JOURNAL
Adventures in Capitalism
![Page 241: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/241.jpg)
THE I work for a company called
Me STREET JOURNAL
Adventures in Capitalism
![Page 242: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/242.jpg)
Thriving in 24/7 (Sally Helgesen)
START AT THE CORE. Nimbleness only possible if we “locate our inner voice,” take regular inventory of
where we are.
LEARN TO ZIGZAG. Think “gigs.” Think lifelong learning. Forget “old loyalty.” Work on optimism.
CREATE OUR OWN WORK. Articulate your value. Integrate your passions. I.D. your market. Run your
own business.
WEAVE A STRONG WEB OF INCLUSION. Build your own support network. Master the art of “looking
people up.”
![Page 243: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/243.jpg)
47. Enthusiasm!
![Page 244: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/244.jpg)
BZ: “I am a … Dispenser of Enthusiasm!”
![Page 245: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/245.jpg)
“A leader is a dealer in hope.”
Napoleon
![Page 246: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/246.jpg)
New Economy Biz Degree Programs
MBA (Master of Business Administration) MMM1 (Master of Metaphysical Management)
MMM2 (Master of Metabolic Management)
MGLF (Master of Great Leaps Forward)
MTD (Master of Talent Development)
W/MwGTDw/oC (Woman/Man Who Gets Things Done without Certificate)
DE (Doctor of Enthusiasm)
![Page 247: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/247.jpg)
48. Talent = Brand.
![Page 248: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/248.jpg)
The Top 5 “Revelations”
Better talent wins.
Talent management is my job as leader.
Talented leaders are looking for the moon and stars.
Over-deliver on people’s dreams – they are volunteers.
Pump talent in at all levels, from all conceivable sources, all the time.
Source: Ed Michaels et al., The War for Talent
![Page 249: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/249.jpg)
Brand = Talent.
![Page 250: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/250.jpg)
11. Re-imagine Managing: The
Revised Search for Excellence.
![Page 251: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/251.jpg)
Five Myths About Changing Behavior
*Crisis is a powerful impetus for change*Change is motivated by fear
*The facts will set us free*Small, gradual changes are always easier
to make and sustain*We can’t change because our brains
become “hardwired” early in life
Source: Fast Company/05.2005
![Page 252: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/252.jpg)
“Benchmarking”? Try the Corner Deli or the Local Hairdresser!
Secret Service: Hidden Systems that Deliver Unforgettable Service/John DiJulius/John Robert’s Hair
Studio & Spa.
The Fantastic Hairdresser/former London hairdresser Alan Austin-Smith.
Zingerman’s Guide to Giving Great Service/Zingerman’s co-founder Ari Weinzweig/Ann Arbor MI deli/Mission
statement: “We share the Zingerman’s experience selling food that makes you happy, giving service that makes you smile—in passionate pursuit of our mission, showing love and caring in all our actions to enrich as many lives as we
possibly can.” (Don’t you wish your bank or phone company or car dealer would live by—or even vaguely
imagine living by—such a Credo?)
![Page 253: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/253.jpg)
“I wanted GE to operate with the speed, informality, and open communication of a corner store. Corner stores
often have strategy right. With their limited resources, they have to rely on laser-
like focus on doing one thing very well.” —Jack Welch/Fortune/04.05
![Page 254: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/254.jpg)
Incentives that work: Clear/ unequivocal. Huge consequences. Different from now. Stable (for a few
years). Stand out (1 of 1). Giant aspirations (B.H.A.G.) Basis for
“deep dip” promotion/s.
![Page 255: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/255.jpg)
“Monkeys can’t live in midair!” —Bob Townsend
![Page 256: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/256.jpg)
Carlsberg: Takeaways
Encourage risk-taking: Hot language/WOW!
Jaywalk, foot-wiggle: Energy & Enthusiasm (“I know it when I see it”)
Make your rep away from home: PepsiCo v Coke; Citi v Chase
Should be SURPRISED at every meeting
Be-Do (+ Leaps)
“I do people”
Absurdly smart people (Gates)
Eval = Time (4 X 25)
You = Calendar
Hire better than me
C.I. = Disaster
![Page 257: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/257.jpg)
Lincoln/“The Master of the Game”/Doris Kearns Goodwin
*Empathy*Humor
*Magnanimity*Generosity of Spirit
*Perspective*Self-control
*Sense of Balance*A social Conscience
![Page 258: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/258.jpg)
TP & UA Ops Manager: “National service? Who knows? But we believe that every would-be
leader should have waited table for at least two years!” *
*Customer service, make-each-Customer the Absolute Center of Attention “at all times,” pursue repeat business, take the
blame from one and all, provision of scintillating “experience,” serve many masters (Client, Maitre d’, chef, busboy, owner, etc),
hustle but exude calm/grace, multi-task, sunny attitude no matter how much shit has hit the fan, etc.
![Page 259: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/259.jpg)
The Ten Faces of Innovation/Tom Kelley
*The Anthropologist. Master of human behavior … “gets” the user.
*The Experimenter. Mr/Ms Fast Prototyper.
*The Cross-pollinator. Explores odd connections.
*The Hurdler. Master remover of B.S. roadblocks.
*The Collaborator. Brings intriguing combinations of people together.
*The Director. Brings out the creative best from an odd mix of talents.
*The Experience Architect. Turns “products” into “performances.”
*The Set Designer. Creates fabulous office environments that foster constant innovation.
*The Caregiver. Anticipates customer needs like a magician.
*The Storyteller. Creates narratives that capture the spirit of the group and its products/services/experiences.
![Page 260: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/260.jpg)
TP’s Three Pieces of Advice for
Entrepreneurs: Niche/niche customer/Dramatic
Difference; work like the blazes on a “2nd act”; good
CFO from the get go.
![Page 261: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/261.jpg)
“If you don’t listen, you don’t sell
anything.”
—Carolyn Marland/MD/Guardian Group
![Page 262: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/262.jpg)
“I wasn’t bowled over by [David Boies] intelligence … What impressed me
was that when he asked a question, he waited for an answer. He not
only listened, he made me feel like I was the only person in the room.” —Lawyer Kevin _____, on his first, inadvertent meeting
with David Boies, from Marshall Goldsmith, “The One Skill That Separates,” Fast Company, 07.05
![Page 263: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/263.jpg)
GEN Powell’s Two Cardinal Success
Tips for Managers: (1) Take care of your troops;
(2) focus on the job at hand, not the next job/
advancement.
Source: Pat Williams
![Page 264: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/264.jpg)
First “Strategic Objective” in a “Major Change/Transformation
Program”: CHANGE YOURSELF! (in a
measurable way)
![Page 265: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/265.jpg)
You = Your
Calendar
![Page 266: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/266.jpg)
“Do one thing every day that scares you.” —Eleanor
Roosevelt
![Page 267: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/267.jpg)
Nelson’s secret: “[Other] admirals more frightened of losing than
anxious to win”
![Page 268: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/268.jpg)
“[Other] admirals more frightened of losing than anxious to win”
SP: “But can you turn a ‘defensive player’ into an ‘offensive player’?”
TP: “Yes! Work with him/her to re-frame their principal project to the point that the ego is engaged
and it becomes a ‘life compulsion.’ ” *
* “If you and I had $150K in the bank and on the line and the day before the opening the fFre Inspector …”
![Page 269: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/269.jpg)
Build a “School on top of a school” (The Parallel
Universe Strategy)
![Page 270: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/270.jpg)
What I Learned
HWBjr: Excellence, Accountability, Initiative, K.I.S.S., Leader Love
Dick: Empowerment, Entrepreneurship, Challenge, Execution (Project > Paper), Accountability, MBWA,
K.I.S.S., Fanatic Customer-centrism (Customer>Command, Marines>Regiment),
Leader Love, Output, “Do”>“Be”
Nameless: “Tangible” vs “Palpable” (Bureaucracy, Control, Tight Leashes, Command-centric,
Demoralization, Paper > Project, Product = Paper, K.I.C.S.)
![Page 271: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/271.jpg)
What I Learned
Ben: Decency, Soft Power, Fanatic Customer-centrism (“Do”>“Be”)
Walter: Fanatic Mission-centrism, Soft Power, Relationship-management, Execution,
Accountability, Early to Bed …
Bob: Pos>Neg/Recognition, K.I.S.S., The Way of the Demo (Execution), Hero-building,
Mission-centrism, “Do”>“Be”
Bill: De-centralization, Recognition, Support-staff Centrism, Measurement (K.I.S.S.), Soft
Power (Paint ’n Pride), Rapid Culture Change
![Page 272: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/272.jpg)
Selection
Best PersonTrack Record
People DevelopmentPeople will follow into hell
FitAttitude
EnthusiasmEnergy
Sense of Humor“Do” vs “Be”Action Bias“Try It Now”
Commitment to ChangeProclivity for risk-taking
ContrarianPolitical SkillsSalesmanship
CuriosityObstreperousnessValue Consistency
Impeccable IntegrityHard Worker
![Page 273: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/273.jpg)
GH (+TP):
“Get better” vs
“Get different”
![Page 274: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/274.jpg)
“Hard is soft. Soft is hard.”
![Page 275: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/275.jpg)
12. Re-imagine Leadership for Totally Screwed-Up
Times:
The Passion Imperative.
![Page 276: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/276.jpg)
The
Leadership50
![Page 277: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/277.jpg)
The Basic Premise.
![Page 278: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/278.jpg)
1. Leadership Is a …
Mutual Discovery Process.
![Page 279: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/279.jpg)
“Ninety percent of what we call ‘management’ consists of making it difficult for people to
get things done.” – Peter Drucker
![Page 280: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/280.jpg)
“I don’t know.”
![Page 281: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/281.jpg)
Quests!
![Page 282: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/282.jpg)
The Leadership
Types.
![Page 283: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/283.jpg)
2. Great Leaders on Snorting
Steeds Are Important – but
Great Talent Developers (Type I
Leadership) are the Bedrock of Organizations that Perform Over
the Long Haul.
![Page 284: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/284.jpg)
3. But Then Again, There Are Times When This “Cult of Personality”
(Type II Leadership) Stuff Actually Works!
![Page 285: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/285.jpg)
4. Find the “Businesspeople”!
(Type III Leadership)
![Page 286: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/286.jpg)
I.P.M. (Inspired Profit
Mechanic)
![Page 287: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/287.jpg)
5. All Organizations
Need the Golden Leadership
Triangle.
![Page 288: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/288.jpg)
The Golden Leadership Triangle: (1) Talent Fanatic-Mentor …
(2) Creator-Visionary … (3) Inspired Profit
Mechanic.
![Page 289: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/289.jpg)
6. Leadership Mantra
#1: IT ALL DEPENDS!
![Page 290: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/290.jpg)
7. The Leader Is Rarely/Never the Best Performer.
![Page 291: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/291.jpg)
The Leadership
Dance.
![Page 292: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/292.jpg)
8. Leaders …
SHOW UP!
![Page 293: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/293.jpg)
9. Leaders … LOVE the
MESS!
![Page 294: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/294.jpg)
“If things seem under control, you’re just not
going fast enough.”
Mario Andretti
![Page 295: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/295.jpg)
10. Leaders
DO!
![Page 296: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/296.jpg)
“We have a ‘strategic’ plan. It’s called doing things.” — Herb Kelleher
![Page 297: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/297.jpg)
He who has the quickest O.O.D.A.
Loops* wins!*Observe. Orient. Decide. Act. /
Col. John Boyd
![Page 298: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/298.jpg)
A man approached JP Morgan, held up an envelope, and said, “Sir, in my hand I hold a guaranteed formula for success, which I
will gladly sell you for $25,000.”
“Sir,” JP Morgan replied, “I do not know what is in the envelope, however if you show me, and I like it, I
give you my word as a gentleman that I will pay you what you ask.”
The man agreed to the terms, and handed over the envelope. JP Morgan opened it, and extracted a single sheet of paper. He gave it one look, a mere glance, then handed the piece of paper back
to the gent.
And paid him the agreed-upon $25,000.
![Page 299: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/299.jpg)
1. Every morning, write a list of the things that need to be done that day.
2. Do them. Source: Hugh MacLeod/tompeters.com/NPR
![Page 300: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/300.jpg)
11. Leaders
Re-do.
![Page 301: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/301.jpg)
“If Microsoft is good at anything, it’s avoiding the trap of worrying about criticism. Microsoft fails constantly.
They’re eviscerated in public for lousy
products. Yet they persist, through version after version, until they get
something good enough. Then they leverage the power they’ve gained in
other markets to enforce their standard.”Seth Godin, Zooming
![Page 302: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/302.jpg)
12. BUT … Leaders
Know When to Wait.
![Page 303: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/303.jpg)
Tex Schramm: The
“too hard” box!
![Page 304: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/304.jpg)
13. Leaders Are …
Optimists.
![Page 305: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/305.jpg)
Hackneyed but none the less
true: LEADERS SEE CUPS AS “HALF
FULL.”
![Page 306: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/306.jpg)
Half-full Cups: “[Ronald Reagan] radiated an almost transcendent
happiness.”Lou Cannon, George (08.2000)
![Page 307: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/307.jpg)
14. Leaders …
DELIVER!
![Page 308: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/308.jpg)
“It is no use saying ‘We are doing our
best.’ You have got to succeed in doing what is
necessary.” —WSC
![Page 309: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/309.jpg)
15. BUT … Leaders Are
Realists/Leaders Win Through LOGISTICS!
![Page 310: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/310.jpg)
16. Leaders
FOCUS!
![Page 311: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/311.jpg)
“To Don’t ” List
![Page 312: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/312.jpg)
17. Leaders …
Set CLEAR DESIGN SPECS.
![Page 313: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/313.jpg)
Danger: S.I.O. (Strategic
Initiative Overload)
![Page 314: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/314.jpg)
18. Leaders …
Send V-E-R-Y Clear Signals About
Design Specs!
![Page 315: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/315.jpg)
Ridin’ with Roger: “What have you done to
DRAMATICALLY IMPROVE quality in the
last 90 days?”
![Page 316: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/316.jpg)
If It Ain’t Broke … Break It.
![Page 317: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/317.jpg)
19. Leaders …FORGET!/
Leaders … DESTROY!
![Page 318: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/318.jpg)
Forget>“Learn”
“The problem is never how to get new, innovative
thoughts into your mind,
but how to get the old ones out.”
Dee Hock
![Page 319: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/319.jpg)
20. BUT … Leaders
Have to Deliver, So They Worry About “Throwing the Baby Out with the
Bathwater.”
![Page 320: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/320.jpg)
21. Leaders …
HONOR THE USURPERS.
![Page 321: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/321.jpg)
Saviors-in-Waiting
Disgruntled CustomersUpstart CompetitorsRogue EmployeesFringe Suppliers
Wayne Burkan, Wide Angle Vision
![Page 322: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/322.jpg)
22. Leaders Make [Lotsa] Mistakes
– and MAKE NO BONES ABOUT IT!
![Page 323: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/323.jpg)
“Fail faster. Succeed sooner.”
David Kelley/IDEO
![Page 324: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/324.jpg)
23. Leaders Make …
BIG MISTAKES!
![Page 325: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/325.jpg)
“Reward excellent
failures. Punish mediocre
successes.”Phil Daniels, Sydney exec (and, de facto, Jack)
![Page 326: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/326.jpg)
Create.
![Page 327: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/327.jpg)
24. Leaders Know that
THERE’S MORE TO LIFE THAN “LINE EXTENSIONS.” Leaders Love to CREATE NEW
MARKETS.
![Page 328: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/328.jpg)
“Acquisitions are about
buying market share. Our challenge is to create markets.
There is a big difference.” Peter Job, CEO, Reuters
![Page 329: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/329.jpg)
25. Leaders … Make Their Mark /
Leaders … Do Stuff That Matters
![Page 330: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/330.jpg)
“I never, ever thought of myself
as a businessman. I was interested in creating
things I would be proud of.” —Richard Branson
![Page 331: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/331.jpg)
Legacy!
![Page 332: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/332.jpg)
“Management has a lot to do with answers. Leadership is a function of
questions. And the first question
for a leader always is: ‘Who do we intend to be?’ Not ‘What are we going to do?’ but ‘Who do we intend to be?’”
—Max De Pree, Herman Miller
![Page 333: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/333.jpg)
Ah, kids: “What is your vision for the future?” “What have you accomplished since your first book?” “Close your eyes and
imagine me immediately doing something about what you’ve just said. What would it be?”
“Do you feel you have an obligation to ‘Make the world a
better place’?”
![Page 334: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/334.jpg)
26. Leaders Push Their
Organizations W-a-y Up the Value-added/
Intellectual Capital Chain
![Page 335: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/335.jpg)
27. Leaders
LOVE the New Technology!
![Page 336: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/336.jpg)
28. Needed? Type IV Leadership: Technology
Dreamer-True Believer
![Page 337: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/337.jpg)
The Golden Leadership Quadrangle: (1) Talent Fanatic-Mentor … (2) Creator-Visionary …
(3) Inspired Profit Mechanic … (4) Technology Dreamer-
True Believer
![Page 338: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/338.jpg)
Talent.
![Page 339: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/339.jpg)
29. When It Comes to
TALENT … Leaders Always Go
Berserk!
![Page 340: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/340.jpg)
30. Leaders Don’t Create “Followers”:
THEY CREATE LEADERS!
![Page 341: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/341.jpg)
Passion.
![Page 342: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/342.jpg)
32. Leaders …
“Sell”
PASSION!
![Page 343: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/343.jpg)
“In the end, management doesn’t
change culture. Management invites
the workforce itself to change the culture.”
—Lou Gerstner
![Page 344: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/344.jpg)
33. Leaders Know: ENTHUSIASM
BEGETS ENTHUSIASM!
![Page 345: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/345.jpg)
“Nothing is so contagious as enthusiasm.”
—Samuel Taylor Coleridge
![Page 346: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/346.jpg)
“Most important, he upped the energy level at
Motorola.” —Fortune on Ed Zander/08.05
![Page 347: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/347.jpg)
James Woolsey, former CIA director: “If you’re enthusiastic
about the things you’re working on,
people will come ask you to do interesting
things.”
![Page 348: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/348.jpg)
“Before you can inspire with emotion, you must be
swamped with it yourself. Before you can move their tears, your own must flow.
To convince them, you must yourself believe.” —Winston
Churchill
![Page 349: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/349.jpg)
“A man without a smiling face
must not open a shop.” —Chinese Proverb*
*Courtesy Tom Morris, The Art of Achievement
![Page 350: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/350.jpg)
34. Leaders Are …
in a Hurry
![Page 351: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/351.jpg)
Read It Closely: “We don’t sell
insurance anymore. We sell speed.”
Peter Lewis, Progressive
![Page 352: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/352.jpg)
35. Leaders Focus on the
SOFT STUFF!
![Page 353: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/353.jpg)
Message: Leadership is all about love! [Passion, Enthusiasms, Appetite for Life,
Engagement, Commitment, Great Causes & Determination to Make a
Damn Difference, Shared Adventures, Bizarre Failures, Growth, Insatiable
Appetite for Change.] [Otherwise, why bother? Just read Dilbert. TP’s final words: CYNICISM SUCKS.]
![Page 354: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/354.jpg)
The “Job” of Leading.
![Page 355: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/355.jpg)
36. Leaders Know It’s
ALL SALES ALL THE TIME.
![Page 356: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/356.jpg)
TP: If you don’t LOVE SALES … find
another life. (Don’t pretend
you’re a “leader.”) (See TP’s The Project50.)
![Page 357: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/357.jpg)
37. Leaders
LOVE “POLITICS.”
![Page 358: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/358.jpg)
TP: If you don’t LOVE POLITICS … find
another life. (Don’t pretend
you’re a “leader.”)
![Page 359: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/359.jpg)
38. But … Leaders Also
Break a Lot of China
![Page 360: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/360.jpg)
39. Leaders
Give … RESPECT!
![Page 361: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/361.jpg)
40. Leaders Say
“Thank You.”
![Page 362: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/362.jpg)
“The two most powerful
things in existence: a kind word and a
thoughtful gesture.”
Ken Langone, CEO, Invemed Associates
![Page 363: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/363.jpg)
41. Leaders Are …
Curious.
![Page 364: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/364.jpg)
TP/08.2001: The Three Most Important Letters …
WHY?
![Page 365: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/365.jpg)
42. Leadership Is a …
Performance.
![Page 366: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/366.jpg)
“It is necessary for the President to be the
nation’s No. 1 actor.”
FDR
![Page 367: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/367.jpg)
43. Leaders … Are The Brand
![Page 368: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/368.jpg)
“You must be the change you wish to see in the world.”
Gandhi
![Page 369: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/369.jpg)
44. Leaders …
Have a GREAT STORY!
![Page 370: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/370.jpg)
“A key – perhaps the key – to leadership is
the effective communication
of a story.”—Howard Gardner/Leading Minds:
An Anatomy of Leadership
![Page 371: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/371.jpg)
“Leaders don’t just make products and make decisions.
Leaders make meaning.”
– John Seely Brown
![Page 372: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/372.jpg)
Leader Job 1
Paint Portraits of
Excellence!
![Page 373: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/373.jpg)
Introspection.
![Page 374: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/374.jpg)
“To change minds effectively, leaders make particular use
of two tools: the stories that they tell
and the lives that they lead.” —Howard Gardner, Changing Minds
![Page 375: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/375.jpg)
45. Leaders …
Enjoy Leading.
![Page 376: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/376.jpg)
“Warren, I know you want to ‘be’
president. But do you want to ‘do’
president?”
![Page 377: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/377.jpg)
46. Leaders …
KNOW THEMSELVES.
![Page 378: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/378.jpg)
Individuals (would-be leaders) cannot engage in a
liberating mutual discovery process unless they are comfortable with their own skin. (“Leaders” who are not comfortable with themselves become petty
control freaks.)
![Page 379: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/379.jpg)
47. But … Leaders
have MENTORS.
![Page 380: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/380.jpg)
The Word According to TP: Upon having the Leadership
Mantle placed upon one’s head, he/she shall never
hear the unvarnished truth again!* (*Therefore, she/he needs one
faithful compatriot to lay it on with no jelly.)
![Page 381: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/381.jpg)
48. Leaders … Take Breaks.
![Page 382: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/382.jpg)
The End Game.
![Page 383: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/383.jpg)
49. Leaders ???
:
![Page 384: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/384.jpg)
“Leadership is the PROCESS of
ENGAGING PEOPLE in CREATING a LEGACY
of EXCELLENCE.”
![Page 385: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/385.jpg)
“LEADERS NEED TO BE THE ROCK OF
GIBRALTAR ON ROLLER BLADES”
![Page 386: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/386.jpg)
50. Leaders Free the Lunatic
Within!
![Page 387: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/387.jpg)
The greatest dangerfor most of us
is not that our aim istoo high
and we miss it,but that it is
too lowand we reach it.
Michelangelo
![Page 388: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/388.jpg)
Kevin Roberts’ Credo
1. Ready. Fire! Aim.2. If it ain’t broke ... Break it!3. Hire crazies.4. Ask dumb questions.5. Pursue failure.6. Lead, follow ... or get out of the way!7. Spread confusion.8. Ditch your office.9. Read odd stuff.
10. Avoid moderation!
![Page 389: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/389.jpg)
“You can’t behave in a calm, rational
manner. You’ve got to be out there on
the lunatic fringe.” —
Jack Welch
![Page 390: Tom Peters’ Re-Ima g ine: Peo p le Power! The Middle East HR Summit 2005 Dubai/18September](https://reader035.vdocument.in/reader035/viewer/2022062808/5681540f550346895dc20d25/html5/thumbnails/390.jpg)
!