Summary of Verne Harnish's Scaling Up

By IRB Media

Please note: This is a companion version & not the original book.

Book Preview: #1 People are the most important aspect of a business. If you are not happy, you should consider making changes to your life and your work environment. If you would enthusiastically rehire everyone, knowing what you know now, you should address the issues that are draining your emotional energy.

#2 There was an important job to be done, and Everybody was sure that Somebody would do it. But Nobody did it. Everybody blamed Somebody when Nobody did what Anybody could have done.

#3 As a company scales up, the toughest decisions involve people and their changing roles in the organization, especially within the leadership team. Loyalties, egos, and personal friendships make these decisions even more difficult when the company outgrows some of its early leaders.

#4 The main principle behind effective organizational design is to divide big teams into smaller ones that are aligned around projects, product lines, customer segments, and geographical locations. This gives the maximum number of employees a chance to interact with the marketplace.

• Language: English
• Publisher: IRB Media
• Release date: Feb 21, 2022
• ISBN: 9781669350712

IRB Media

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Book preview

Insights on Verne Harnish's Scaling Up

Contents

Insights from Chapter 1

Insights from Chapter 2

Insights from Chapter 3

Insights from Chapter 4

Insights from Chapter 1

#1

People are the most important aspect of a business. If you are not happy, you should consider making changes to your life and your work environment. If you would enthusiastically rehire everyone, knowing what you know now, you should address the issues that are draining your emotional energy.

#2

There was an important job to be done, and Everybody was sure that Somebody would do it. But Nobody did it. Everybody blamed Somebody when Nobody did what Anybody could have done.

#3

As a company scales up, the toughest decisions involve people and their changing roles in the organization, especially within the leadership team. Loyalties, egos, and personal friendships make these decisions even more difficult when the company outgrows some of its early leaders.

#4

The main principle behind effective organizational design is to divide big teams into smaller ones that are aligned around projects, product lines, customer segments, and geographical locations. This gives the maximum number of employees a chance to interact with the marketplace.

#5

Accountability is when you have one person who is tracking the progress and giving voice when issues arise within a defined task, team, or function. Responsibility is when you have someone capable of responding to support the team. Authority is when you have the final decision-making power.

#6

There are four areas in your personal life that are parallel to the four decisions you make to build a thriving company: relationships, achievements, rituals, and wealth.

#7

The first column of the relationship goals form should be filled with the key groups of people with whom you want to have a lasting relationship. In business, you have the opportunity to help your employees and customers, so consider adding them to the list.

#8

The achievements section of the OPPP can help you make a more meaningful life beyond reaching monetary goals. Think about the ways you would like to make a difference through your work, and set objectives in these areas.

#9

establishing regular routines will help you achieve your larger goals. You might establish rituals with people who support your bigger goals, or bad habits that have proven harmful to others.

#10

Instead of viewing financial wealth as an end in itself, see it as a resource for supporting the rest of your personal plan. Besides determining how much money you want to set aside for retirement, set goals for the amount of money you want to donate to causes and communities that matter to you over the next several years.

#11

The Function Accountability Chart is a one-page tool that helps you identify where you have people and performance gaps within your leadership team. It helps you determine which functions should