We are in an era of unprecedented change in the 21st century. Society is transforming at a rapid, even exponential pace. The birth of the information age has opened Pandora’s box. Human beings are free to pursue and discard ideas, collaborate with like-minded people and build prosperous organizations, at breakneck speeds.
Many important questions are now being asked — Do organizations need to transcend old ways of management? Do we collectively need to invent better tools? Is the profit driven culture becoming outdated?
Perhaps, the core distinguishing characteristic that will separate super successful organizations from the ordinary ones will be — “the capability for rapid cycles of innovation.”
After all, AirBnB is basically a crowd-sourced hotel chain; Tesla is a more expensive, smaller scale Ford; Uber is a disruptive taxi company; Paypal is a smaller, quicker and more accessible HSBC. What these organizations do is ordinary, what they deliver to end users feels magic!
The people that created these organizations did not set out with profits in mind. Rather these were labors of love, creative endeavors led by amazingly talented people who gave themselves an open license to experiment and fail, but potentially innovate.
Great talent is contagious. It is highly capable. So, many organizations try to hire great talent to build a culture that rapidly innovates but the majority fail! In reality, it is a double edged sword. When left idle, it introduces more chaos and churn within organizations.
The organizational ethos and purpose itself is the most fundamental pillar. A shared set of values and purposeful ethos constrains the talent and challenges it to outperform intentionally. The end result is that talent turns into actual value.
If you want to own a billion dollar organization, start first by sharing a purposeful ethos that attracts great talent. Soon after, you let the pack loose and allow it to deliver unprecedented value.
We are re-inventing the future of engineering teams at Gitstart.