• John Berry
    31
    Neil Edward’s recent blog on why it’s best to ditch the marketing plan prompted thought on the equivalent in people-management. In essence, Neil was advocating that plans are rigid devices that are soon out of date. Instead he suggests a strategy of “repeatedly taking comprehensive, decisive and rapid action, ideally with innovation and surprise”.

    There’s little there to disagree with, except when one asks ‘how’? And ‘with what’? Any one got any thoughts about how this translates into the development of people? After all, is it not difficult to exploit opportunity if the firm's capability is not being continually being developed in line with some strategy or plan?
  • John Berry
    31
    Neil's blog prompted this blog. I've tried to extend the thinking to cover how a firm can prepare for the future, without the rigidity of setting strategy and plans.
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