简介
Praise for The Rudolph Factor "Whether you're just starting a business or are a seasoned veteran, "The Rudolph Factor" provides the guiding light for continuously stimulating innovation. People are the key, and this is just the recipe for waking up the creative power within " --Frank J. Grimmelmann, Chairman, TGG Holdings "An insightful approach to unleashing the creativity residing in a diverse workforce." --Harvey Shrednick, former CIO, Corning Incorporated "A must-have for every executive seeking business and career success." --Linda Baugh, President of the award-winning American Career Executives ""The Rudolph Factor" is a guide for companies seeking success in an innovative age." --John Gaudelli, Manager of Business Development, Homestore / Move.com "A book that sets the new standard for creative and innovative thinking." --Doug Newton, Desert Sage Consulting and member of the Valley Advisory Group "A must-read for every executive, manager, and employee who seeks innovation and business success, especially in today's challenging business environment." --Martin R. Nason, Partner, B2B CFO, and former senior executive vice president, Vidal Sassoon, Inc. "It's the operationalizing of the Four Pillars held in "The Rudolph Factor" that make this writing invaluable to virtually any organization who cares about optimizing the performance of their 'herd.' Cyndi and Craigclearly detail the whys and hows to move your workforce, currently centered around working with the body, to fully engaging their minds and hearts as well. An essential read." --Bruce Cummings, VP Human Resources, Guardian Industries
目录
CONTENTS 9
ACKNOWLEDGMENTS 11
FOREWORD 13
PREFACE 21
CHAPTER 1: THE PREVAILING FORM OF BUSINESS CULTURES 27
AN ALTERNATIVE IS AVAILABLE 31
A PSYCHOLOGY OF CHANGE MODEL\u2014AVTAR 35
CHAPTER 2: THE BOEING COMPANY AND THE IMPETUS FOR A CULTURAL REVOLUTION 51
\u201cFORTY AND NO MORE!\u201d 52
THE RUDOLPH FACTOR 59
GENERATING A PEOPLE-CENTRIC VISION 62
CHAPTER 3: WHY RUDOLPH, YOU ASK? 67
MODERN DAY RUDOLPHS 69
CHAPTER 4: NURTURING RUDOLPHS TO MAXIMIZE THEIR INNOVATIVE CONTRIBUTIONS 85
A SMALL BUT MIGHTY HERD 92
THREE STEPS TO NURTURING YOUR RUDOLPHS 93
Step 1: Open Your Mind 94
Step 2: Identify Unique Unmet Needs of Your Rudolphs 95
Step 3: Put Processes in Place that Encourage Implementation 97
OUR CHALLENGE TO YOU 101
CHAPTER 5: ESTABLISHING A TEAM-BASED RUDOLPH CULTURE 103
ELICITING ONGOING CREATIVE AND INNOVATIVE INPUT 106
LESSON ONE: DOING WHAT YOU\u2019VE ALWAYS DONE 111
LESSON TWO: CHANGE IS HARD FOR PEOPLE IF THEY DON\u2019T KNOW WHERE THEY\u2019RE GOING OR WHY 114
LESSON THREE: IT IS A JOURNEY 115
LESSON SIX: ALL TRAINING MUST INCLUDE IMMEDIATE APPLICATION TO THE TEAM 116
THE CREATIVE EDGE PROGRAM 120
RELATIONSHIP BY OBJECTIVES 129
CHAPTER 6: REDEFINING LEADERSHIP 133
LEADING FROM WHERE YOU ARE 136
LESSON FOUR: LEADERS MUST EXECUTE BUSINESS STRATEGIES THROUGH OTHERS 137
LESSON FIVE: LEADERSHIP MUST BE PERSISTENT 139
LESSON NINE: TRADITIONAL ROLES MUST CHANGE 140
START LEADING TODAY 142
CHAPTER 7: DEVELOPING A CORPORATE CONSTITUTION 147
POLITICS AS USUAL? NO 148
WHAT IS A CORPORATE CONSTITUTION? 150
LESSON SEVEN: YOU MUST HAVE A WRITTEN PLAN 153
AMENDING THE CONSTITUTION 157
LESSON NINE: TRADITIONAL ROLES MUST CHANGE 158
ELEMENTS OF YOUR CORPORATE CONSTITUTION 161
FINAL THOUGHTS ON CORPORATE CONSTITUTIONS 166
CHAPTER 8: CREATING AN ALTERNATIVE AND ALIGNED REWARD STRUCTURE 169
DO REWARDS INSPIRE? 170
MOTIVATING AND REWARDING THE FOUR MODES OF OPERATION 173
LESSON EIGHT: RECOGNITION MUST BE PART OF THE PROCESS 179
EPILOGUE: GO FORTH\u2014AWAKEN THE RUDOLPH WITHIN 187
LESSON TEN: ENJOY THE JOURNEY! 190
RESOURCES 193
INDEX 195
ABOUT THE AUTHORS 207
ACKNOWLEDGMENTS 11
FOREWORD 13
PREFACE 21
CHAPTER 1: THE PREVAILING FORM OF BUSINESS CULTURES 27
AN ALTERNATIVE IS AVAILABLE 31
A PSYCHOLOGY OF CHANGE MODEL\u2014AVTAR 35
CHAPTER 2: THE BOEING COMPANY AND THE IMPETUS FOR A CULTURAL REVOLUTION 51
\u201cFORTY AND NO MORE!\u201d 52
THE RUDOLPH FACTOR 59
GENERATING A PEOPLE-CENTRIC VISION 62
CHAPTER 3: WHY RUDOLPH, YOU ASK? 67
MODERN DAY RUDOLPHS 69
CHAPTER 4: NURTURING RUDOLPHS TO MAXIMIZE THEIR INNOVATIVE CONTRIBUTIONS 85
A SMALL BUT MIGHTY HERD 92
THREE STEPS TO NURTURING YOUR RUDOLPHS 93
Step 1: Open Your Mind 94
Step 2: Identify Unique Unmet Needs of Your Rudolphs 95
Step 3: Put Processes in Place that Encourage Implementation 97
OUR CHALLENGE TO YOU 101
CHAPTER 5: ESTABLISHING A TEAM-BASED RUDOLPH CULTURE 103
ELICITING ONGOING CREATIVE AND INNOVATIVE INPUT 106
LESSON ONE: DOING WHAT YOU\u2019VE ALWAYS DONE 111
LESSON TWO: CHANGE IS HARD FOR PEOPLE IF THEY DON\u2019T KNOW WHERE THEY\u2019RE GOING OR WHY 114
LESSON THREE: IT IS A JOURNEY 115
LESSON SIX: ALL TRAINING MUST INCLUDE IMMEDIATE APPLICATION TO THE TEAM 116
THE CREATIVE EDGE PROGRAM 120
RELATIONSHIP BY OBJECTIVES 129
CHAPTER 6: REDEFINING LEADERSHIP 133
LEADING FROM WHERE YOU ARE 136
LESSON FOUR: LEADERS MUST EXECUTE BUSINESS STRATEGIES THROUGH OTHERS 137
LESSON FIVE: LEADERSHIP MUST BE PERSISTENT 139
LESSON NINE: TRADITIONAL ROLES MUST CHANGE 140
START LEADING TODAY 142
CHAPTER 7: DEVELOPING A CORPORATE CONSTITUTION 147
POLITICS AS USUAL? NO 148
WHAT IS A CORPORATE CONSTITUTION? 150
LESSON SEVEN: YOU MUST HAVE A WRITTEN PLAN 153
AMENDING THE CONSTITUTION 157
LESSON NINE: TRADITIONAL ROLES MUST CHANGE 158
ELEMENTS OF YOUR CORPORATE CONSTITUTION 161
FINAL THOUGHTS ON CORPORATE CONSTITUTIONS 166
CHAPTER 8: CREATING AN ALTERNATIVE AND ALIGNED REWARD STRUCTURE 169
DO REWARDS INSPIRE? 170
MOTIVATING AND REWARDING THE FOUR MODES OF OPERATION 173
LESSON EIGHT: RECOGNITION MUST BE PART OF THE PROCESS 179
EPILOGUE: GO FORTH\u2014AWAKEN THE RUDOLPH WITHIN 187
LESSON TEN: ENJOY THE JOURNEY! 190
RESOURCES 193
INDEX 195
ABOUT THE AUTHORS 207
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