How Too Many Rules at Work Keep You from Getting Things Done | Yves Morieux | TED Talks
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- Опубликовано: 20 сен 2015
- Modern work - from waiting tables to crunching numbers to dreaming up new products - is about solving brand-new problems every day, flexibly, in brand-new ways. But as Yves Morieux shows in this insightful talk, too often, an overload of processes and sign-offs and internal metrics keeps us from doing our best. He offers a new way to think of work - as a collaboration, not a competition.
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“People don’t cooperate with the people they compete. they are not stupid”. What a wiseman. Amazing speech.
To those criticizing his accent, how about you go speak French without an accent? I thought so.
Great speech.
+Elie Fares The ability (or lack thereof) to speak French without an accent has no bearing on the validity of criticism on Yves.
Utterly tired of stupid criticisms of 'foreign' accents. Especially as they can function as "desirable difficulty", and thus contribute to focus and memory recall.
That french accent is great IMO. I don't hear that everyday.
Well, many of us strive donto speak French closer to how the French expect to hear it, and there are ways to improve that.
I am French, but this is probably the funniest english accent I've ever heard.
+Odrel Super funny to hear the speech. But I won't say it made it worse. Was rather entertaining and informative at the same time.
+Odrel He's not speaking with an English accent.
+Marcus Milani He does speak in english though, so that's what I meant.
+Odrel J'ai 16 ans et je suis français, je pense que mon accent est largement moins prononce a mon avis il a appris l'anglais accès tard.
I am 16 years old and I am French, I think that my accent is widely less pronounce has my opinion he learnt English access late.
All we have to do to increase productivity is have this guy speak in our ears all day
You understood nothing of what he said
Somebody hasn't had their breakfast. A balanced and healthy diet ensures full cognitive ability. Have some fruit and watch the video again
+David Rosales Your cognitive ability to detect jokes failed. Maybe you should eat more fruit?
+Jonathan Jenkins Quran supported !!! Gahndi approved !!!!
15:30 "Don't look for clarity. Go for fuzziness! Fuzziness overlaps." Great insight!
amen
+edgewaterz why for fuzziness? don't we need clarity? thanks a lot.
+张弼 "Clear as mud" is a common refrain in the corporate world. It's because new directives from the top intended to fix a problem often lack important details. Fuzziness pays attention to the details.
@@edgewaterz ,k , kx7
I like the essence of his talk. Nobody gets things done just because he throws metrics and processes into the ring.
Business people think if they establish one or two fancy thing they read in some magazine and throw some buzzwords in the room, everything gets better automatically. In fact you're often overcomplicating things and slowing down reaction times, if not totally avoiding them. That kills if you're already on a downbound train...
Hola
People who have a hard time understanding: turn on captions by clicking the "CC" button next to the settings button. It does a pretty good job of translating.
i can understand him fine, idk what y'all are talking about.
GREAT talk! Yes, his accent can be difficult at times to understand, but this criticism of the modern work environment- almost akin to factory-farming- is not to be missed.
This video never gets old! Thanks for sharing Yves!
This is so very important!!!!!! Every rule and regulation is manufactured on the basis of employees "purposefully" not wanting to cooperate with the corporation. And here comes the fallacy: rules and regulations in themselves make cooperation less desirable, as a mechanism has become more important than human effort.
Hope I understood this clearly, because I feel it more than I've consciously thought about it.
I am surprised at how few views this video has gained in 8 years. It is brilliant.
The reason why it's easy to understand him it's because he is not native english speaker so he spell every word clearly and properly. Native speakers usually speaking so fast without pronunciation of all letters in words.
I go hiking with a guy who sounds word for word exactly like this guy, made me smile. Great talk!
What he is talking about is the mathematics of bureaucracy. Genius!
Collaboration should be an essential part of the work, but not the only one.
This is absolutely interesting and informative. Thank you
Wow! Very interesting approach.
His accent is an incredible one. It's like to hear a French-English.
Le jour où vous parlerez français comme il parle anglais, nous en reparlerons ;-)
Excellent speech! So much of this applies to healthcare today.
It's really not that hard to understand his accent
+Hasan Ates yes , but its still eXtrhmleE funniee ^.^
+Hasan Ates
And it's funny too!
+Hasan Ates Especially if you are an Arsenal fan, in which case you've been hearing it for years.
+Hasan Ates I have autism, so understanding thick accents is extremely difficult for me.
+And then I said " Ted defiantly understands the importance of making sure people with disabilities can partake in the videos too. To add subtitles just click the "i" at the top right of the screen.
I forwarded this talk to the CEO of my company because I think we sorely need it. The accent is out of this world, though :)
I like this guy; creative, clear, concise; we need more of this in America.
I like it so much. He speak clearly
Yves is a breath of fresh air and people-centered realism. His message is needed now more than ever, since ChatGPT & family hit the market in November 2023.
I read a story of U.S. interns (not working with clients or visible to clients) who were ordered to wear high heels to work (plus business attire of course). They noted one person that wore flat shoes (that was a veteran who had an injury and thus was granted that "privilege"). The interns (college graduates likely) made a "petition" to the superiors that they would like to get a pass as well - and they mentioned that one person for whom the rules were loosened. as well - They all got fired.
The comments were quite gleeful - serves the spoilt brats right, some got caught up how they could dare to "demand" the same privilige as the veteran (never mind they didn't know that - well they could have asked before), most agreed "we had to suck it up and they will have to suck it up as well. That'll teach them a lesson".
I live in Europe so here is my perspective: the rule to wear high heels was arbitrary. It had nothing to do with the quality of the product or the customer experience. Asking for presentable, maybe somewhat conservative attire ? Fine Ask them to have clean, more formal shoes, no flip-flops, no open toes, etc. ? Fine. But that rule was applied to folks who were expected to function as adults, to give their intelligence, dedication, curiosity, goodwill, cooperation, loyalty and resourcefulness to the company. And they were not modelling or acting.
The company on the other hand was really dedicated to make them OBEY. They do not want people who QUESTION arbitrary rules. They most definitely do not want to come people together to ask their employer for something. What comes next ? unions, collective bargaining, people exchanging how much money they make ? Note how the favor they asked for had nothing to do with performance (well maybe better performance because wearing orderly but comfortable shoes on long workdays). And it would not have COST the employer money.
Of course the old employees would have been upset, they HAD submitted to the arbitrary rules, so giving the spoilt brats privileges would not sit well with them.
The next best thing would have been to decline the petition and explain to them, the the only exception was made for the veteran, and not to make too much ado about it.
But no -THEY had to be fired - they had violated the law of OBEDIENCE.
And with such a managment style you cannot have a resourceful, result-oriented, cooperative team and way of getting things done.
Yes, it’s the same as when the tyrant Gessler in the story of William Tell-demanded that citizens salute his hat atop a pole in the center of town.
great speech
I was hoping people would comment on how libertarian this talk was: "it has to be individually beneficial to cooperate" so I could have a discussion on that, instead people are just commenting on how they totally weren't bothered by his ultra thick accent.
So I guess I'll try to get the ball rolling, I'm glad to see libertarian thought outside of politics, it belongs in the corporations and in people's private lives. It's about *not* *being* *bossed* *around* and making it *individually* beneficial to cooperate!
+Mastikator It is just extremely counter intuitive from a higher management standpoint.
When you have a few hundred people working for you, how can you see, if everyone is actually doing their share of the work instead of slaking off. That is one of the reasons for this trinity.
Measurement: How do you know that a person is a slaker? When you know, they should have produced 100 nails, but only did 60.
Accountability: If someone is accountable, they will make sure (as best they can), that what they do will not be a failure and not go the "I don't care whether or not this works" route.
Simplicity: Only if you are able to break down your work into simple steps can it be analysed and optimized (bad example: Worker 1 tightens the screws, worker 2 - 15 do other stuff not related to this part, Worker 16 takes the screws off.
+salavora That's exactly the problem. Why does higher managements role equate to finding "slackers".
Maybe if managements job was to find individual buy in, they wouldn't need to find slackers. Management set the expectations of their team by their actions. If you're saying, "our job is to find slackers" the culture will learn that slacking is the norm, just don't let yourself get caught.
Stop thinking of your staff as things that need to be managed, and instead as people who can be lead.
Richard Holguin In a perfect world, one were people are only doing the work they themselves like, I would agree.
Lead motivated people and trust them to do the right thing instead of hovering of their shoulders.
Unfortunately, we do not live in this world. There are many people who just want to pay the bills anyway they can and don't care in the least about the job they are doing. If they can "get away" with doing less work for the same amount of money, they will go for it. How can you motivate those people to start caring? How can you get them invested in the work? One common way are bonuses, but those need to be based on something. Here,"the trinity" comes back into play.
Simplicity helps you to find stuff you can hand out bonuses for
Measurement makes it possible to see if a person deserves the bonus and also shows said person whether or not they are on track as well.
Accountability is not much of a factor here, aside from the fact that the workers themselves are the driving force behind their bonuses. (frankly, I can't remember any other way at the moment, but I am sure, there is one.. or at least I hope there is). Which brings us back to square one.
This also leads to a workaholic working culture, which in the long run destroys more then it helps. ("If I put in 10h of work every day, I will get this bonus!" a few years later -> Burnout)
So... how can you get people motivated to care for the job? How can you keep those employees who simply want to get as much money as they can for as little work as they can from exploiting those who actually do care? Those who want to make a better product, create a better company culture, perform better customer service?
I also disagree, that "hunting" slackers will see to a slacker company culture. If you see, that the guy who mostly only packs 6 boxes during shift opposed to your 11 boxes get the sack (while you get a worthwhile monetary bonus, since you exceeded the goal of 10 boxes per shift), isn't that a way to show: If you do your work right and efficiently, you get a reward. If you don't you have to leave.?
How would you go about finding the individual buy-in from the intern as well as from the lead engineer? (And how can you be sure, that the individual motivation stays the same over time? How can you find changes and what can you do to adept?)
+salavora I think his allegory to the race was apt. I think his point that the trinity doesn't get replaced just refocused on what's actually important as opposed what's actually measurable. So in the case of your business example maybe making 100 nails a day is less useful when 60 nails is all that can be supported down the line.
This goes back to his point of simplicity. In the past it was as simple as making more nails. Now there's 10 more steps that need to follow and it requires all those steps working in unison to make the overall business more productive. As such, a measurement of how much you produce may not be particularly useful.
Exactly... well said
Brilliant presentation.
Its strange, but somehow I understand him perfectly (though I notice his accent is quite extreme), I suspect I understand him because I speak spanish as a first language and many french and spanish technical words are latin and greek.
amazing!!
Overall, I agree. Spending more time on measuring then on actual work is obviously ridiculous. Plus I liked his metaphor.
There are some things where measurements are easy to do, yet informative. We should not give those up "just because".
+McGeek Working cooperative dosen't mean you spend less time on measuring.
Could not be said enough times.
There are so many perspectives on everything that is done.
Great talk
very practical knowledge to adapt to by integrating it into our daily life, not only to work culture, thank you for your smart explanations with such simplicity, once again, let me highlight: (team work + hard work + sharp focus on true intention) / (clarity + measurement + accountability) = best possible result / best possible product.
I 100% Agree
every time he says productivity i cry
+Javier sebastian Accountability is the word that got me. Haha and ob STEAK iles (obstacles).
+Remy Lebeau hahahahahahaha
Very Good
How many of you moaning about his accent can actually speak another language? His English was very good and I understood everything!
Fascinating speech, even though his accent may be a little thick. I could not agree more on what he said.
Very interesting analysis, i always watched people argued through a motivacional perspective but seeing an math analysis of the topic just reforces the importance of teamwork and the difference it makes to archieve the goals of the team. Although i thought you made the french team looked better 😂 you but a nice perspective on how the work team can surpass the quality of each individual. Great vídeo
Good one 👏👏
I agree with a lot of what he said. However, sometimes, your colleagues are so incompetent and so undisciplined that being co-operative with them simply means making sure that they stay away and let you do all of their work for them. Then, when one realises how that person is getting a free ride and getting paid for doing nothing, one gets demotivated and less productive (and that's on top of already spending a lot of time on doing two people's jobs). It's true that too many processes and too many management layers create delay and reduction in productivity. But naturally underproductive people are also a drain on other people's productive efforts. Like a lot of things on this planet, the root cause of a decrease in human productivity is the growth in human population. More people use up more resources, more people need more jobs, and more people need more people to manage them. The result: A reduction in overall productivity.
That very concern of yours is shared throughout the globe. it's because of what the French gentleman pointed out: your bosses didn't do their damn homework or the structure of the company is broken from the start. my suggestion is to save up, start your own business and leave
+MedEighty Rethinking the structure in that case is important. A clear leader must be chosen. He must then define loose rules that the team will adhere to - rules set in stone will not stand the test of time. We must work with their different personalities. Provide them incentives. Even the laziest person in the world will have something he likes to do/get/be rewarded with. Know the people youre working with just as well as you know yourself. And work that in your favor.
Of course this merely theoretical; the real situation might be different.
As to human population: we're fucked.
I feel what you're saying however branding people as lazy or not is binary thinking: we are not computers. Work within an organisation is a conversation, not a program
Dhruv B This might work on a team scale, but not on a corporate scale. The boss of a company with thousands of employees can't possibly know every person working for them. They have to trust in the management below them which CAN lead to all sorts of bad stuff. (corruption and cronyism come to mind). If you do not wish to 100% trust in the management below you, you have to have a system of controls. Which brings us back to "the trinity"
***** So... you would fire the single mother of three, because she can't keep up with the rest of her coworkers?
There, I have to agree with David Rosales , people are individuals and need to be looked at this way. BUT, you COULD use "the trinity" to find those with problems and then start to deal with those (maybe you have enough parents of small children in your company to make a company kindergarten feasible. This way, the single mother of my example would not have to drive her kids one hour before work starts to the kindergarten then come to work and there be distracted of thoughts about the well being of her kids.)
Maaan, I love his accent :D
I agree with this argument. There are just too many rules and regulations that are being implemented within businesses. Its a surprise that anything can get done.
+Daytonaman675 sounds like you've got it going on where you work.
Craigslist loco borracho☺
I like the way he says PRODUCTIVITYYY
I was feeling a weirdo so far. Not able to explain why the way I work and think is more effective, not able no match it with the KPis of the organization, never able to demostrate it in a language that corporate will understand. Here it is, Yves helping me out, glad to watch. Enlightened. I will never forget years ago I asked a friend (fond of finances BTW) if is true that hundred of things that have zero value will together have actually value- As an artist I think I valued the concept I expressed- he said : "zero multiplied by hundred remains zero". And I wont be able to explain him that he is wrong.
Micro management is the death of productivity.
If there is a problem, there is a meeting, then there is paperwork to say you made these changes then there is a problem with the paperwork format, and then there's a meeting about that,... and more paper work to as an addendum to the already flawed paperwork...(instead of just making a new form altogether), and it keeps on going and going. Multiply that times 10 and you're going to meetings and printing out forms and updating the computers through the roof, whether it be on real paper or an "update" on your laptop, taking more of your time.
Spinning wheels in the mud.
....and to add insult to injury, the problem wasn't even worth the man time.
By the time you're done, you almost forget what you do for a living.
At least one quarter of the people at those meetings don't even have to be there! They have absolutely no idea what the meeting has to do with them. Down goes productivity.
Productivity in it's simplest sense comes from employees who feel like they are doing something, making some kind of real change. They enjoy their work. It comes from within that employee. To make it real, they need something as simple as a Suggestion Box to start, that actually gets read. They need to have an input. They have to have their suggestions taken seriously because they are the eyes and ears of the place. The same goes for the clients, they are the mirrors.
Do more of this, and knock off about a third of the meetings that actually have to do more with the higher ups' problems.
I understood 95% of what he was saying. Wasn't that bad.
right on
Does someone found a reference of the study he used in his graph to describe the fall of human productivity over the last decades ? Great presentation anyway, thx !
Thank u all
If you are not passionate at work, go home. That seems to be essence of this TED talk. Awesome
I love Frenglish.
The main issue with fuzziness is that it is not scalable and repeatable. You can do that for high performing team with sufficient understanding between the component.
Clarity, measurement and accountability may not be the most productive structure/way, but it is proven to be scalable and repeatable..
the accent was amazing, the concept is revolutionary.. the way how he used the example of race made it easy to understand the concept..
about the concept, now i am just a student and i have done audits in PSUs, Banks, companies, and even in firms.. and its pretty easy to spot that firms grow comparatively faster than companies . . there can be many reasons for that, less statutory requirements, less clients, customized working style, etc.. but most of all, firms have less complexities..
when you enter a firm, they sure look like mess and there is no clear accountability and when i ask them to make files and manage things and keep everything written, they would say, "we only care about two things - making profits and keeping income tax officers out of the gates" lol.. sometimes employees miss the last date of VAT payment, but they sure care for the profits.. they don't waste the money of the firm in random stuff either.. employees have less restrictions and they work like it is their own enterprise..
whereas in companies, there will be clear accountability and they have proper file management system, timely audits, internal audits, etc. employees don't have a sense of belonging(for company) . . they would say things like "company doesn't care about your well-being, you have to take care of yourself".. i don't see that level of commitment, honesty, even confidentiality in the employees of companies as you would see in the employees of firms..
there is something missing, company employees don't know how to do "business", they behave like factory line workers.. in the complexities of flow charts, policies, Emails, employee of the month, marketing, holiday incentive, points system, promotion, etc. they forgot the reason that they are here - now..
The reason is creation of customers - BUSINESS..
Very familiar with 12:00 - 12:33
This guys accent is awesome
keep watching, after 5 or so minutes it becomes easier to understand him
After 15 minutes you start speaking English with his accent.
@@barsoff lol
I've really enjoyed this talk. I'm not saying I take everything he said for granted, but it's interesting for me to look at what my own organisation is going through through this glass, and also analyse my way of managing my team in the spirit of true cooperation. We are creating shitloads of procedures and rules, and forms and whatevers, because that's what people say works, but this talk makes you wonder what is it working for in the end? Does it work for creativity, innovation, cooperation? Merci en tout cas pour ces pistes de reflexion!
We work to get paid, develop our talents and thus be happy. most organisations ignore this and that's why we still love war movies rather than making peace and actually being a happy planet
lol captions are funny on this one!
It sounds as though what he's saying is that we would benefit from having a more decentralized workplace where people have broader goals, fewer specific responsibilities, less hierarchy, and greater autonomy so that not only do they have greater freedom to figure out how to work together, but that they must do so in order to get the job done. As someone who spent years stifled by pointless managers who wanted everything endlessly quantified and measured so that they could go four hour meetings and talk about things they didn't directly know about, I can wholeheartedly agree. Those of us who actually did the ground level work were not only more knowledgeable but more than happy to talk to each other directly to achieve a desired result because it could have eliminated irritating busywork and tedious managerial oversight from our lives.
Watching TED at work keeps me from getting things done.
Then save up and start your own organisation. Have a good day
That's what games taught me. Sacrificing yourself in order to take down more valuable target was much more beneficial to the team than sitting in a safe spot and worrying about your statistics.
DUDE, THATS IT!
I feel like he made some very valid points identifying the problem, but didn't really identify the solution. The relay race was a good metaphor, but where it breaks down is the tiny size of the team. Generally the kind of bureaucratic inefficiency he highlights is only found in large organisations, and absent in small ones. Although over-focusing on metrics, rules, responsibilities etc. leads to toxic outcomes, it isn't obvious what the alternative would be in a large organisation.
word.
so I'm not sure if i fully agree with the statements. Given that everyone is a star performer, methods of cooperation works. However people should also be kept in check through few measurable tools. It's not meant to say paralysis by analysis, but to keep fairness, you need rules and policies.
where he got the productivity figures? I thought they were
increasing.
The French is strong in his accent.
I know this, I am this, and I get punished for it.
Can someone summarise it for me. why does having too many rules lower productivity????
this is a self-defining truth. Too many (anything) that destroys productivity, is too many. What you want is exactly the right quantity of rules to give maximum productivity! :)
It is common knowledge that many psychopaths rise to upper and team management positions. Thus it is hard to imagine that a shift towards a more humanistic approach towards individual employee satisfaction will become a concern.However, I do like the fact that this ethos is being made available to business and Corporate leaders.
Surely for the businesses and corporations that succeed, survive and thrive in the future will inevitably progress into this new and smarter consciousness. I believe that Google for one encourage employee satisfaction instead of the festering micro-management KPI type assessment systems that are often unfair, semi-irrelevant & terribly soul destroying methods of overall improvement... and dare I say, *real* employee satisfaction.
I think his accent is very cute!
"The U.S. has the fastest women on earth." LMAO I'm waiting for the punch line to that joke :)
please help me clarify what is he saying at 15:35 . don't go for clarity, go for ..., ..., overlaps?
+Muhammad Yahia Tarabishy ferdinez.. =D
+Muhammad Yahia Tarabishy Perhaps he meant finesse?
+Muhammad Yahia Tarabishy "fuzziness" I believe (indistinctness)
Can anyone could summarize this for me please~
5 years later, no one did it for you, I'm sorry
I love french-english, its so cute :D
I can see where he is coming from. It's pretty bad to go through a walk through (building maintenance) and the manager points out all the things that need to be fixed, but they won't let you do it right then or just give you a list. You could have finished a bunch of the problems but instead you get to waste 30 minutes.
Health and safety nonsense can also waste time. How many times did they tell me to sit waiting for help with a telescoping lift or before assembling a gantry, when it wasn't that hard to use both by myself.
Remy Lebeau #lawyers 😐
Luckly i speak ofthen with fresh people in english so i dont have problems understanding him :) Intresting talk to bad tough that he is not really giving more info on how to move forward. Fuzzy management sounds a bit ... undefined to me
I agree that some things cannot be measured. This man must have at least studied some (math) measure theory (I do not remember much from that course though).
Other reasons for low productivity include distractions from social media, poor work environments, too many meetings and excessive planning.
So you should design your corporation or business to succeed instead of to denote guilt and pass blame. Set it up so the people involved can only fail if they don't want to be a part of the team.
Jeff Southerland gave a talk in this area. He has found that an ideal team size is 4.6 people I guess you hav to round that up or down , The point - accountability , clarity and metrics are hard to fudge or deny on a small team , it's easy to see who isn't carrying his weight. Just as in a relay team - 4 runners you can tell which one lost the race ,and there is usually complete co-operation.
its his interpretation of cause/effect in a bounded system world.We work/live in an complex system world. Also his definition of productivity is not universal. And his take is from 2016. Stock market indices on average have grown by over 50%...is that due to lack of productivity or do these companies now run their organisations in sprints!! So interesting perspective with no business based examples of the alternative.
What should his perspective be now, post-COVID? Inflation caused by America’s Globalist leaders are frying the world economies.
Seriously my native language is German yet i had zero problems understanding him how can i assume most of you that grew up with English not understand him?
what kind of language is it?
It seem like what he is refering to is companies that use these kinds of measurments but don't know why. If you design your processes and choose your KPI well it will not be bad but good for the performance of the company. You should measure what you are doing not do what you are measuring.
BREAD AND CIRCUSES. BREAD AND CIRCUSES. BREAD AND CIRCUSES. Who needs to be productive when you've got all the basic needs?
Look at the man @7:28...
At 2 min mark I don't understand why 1% annual productivity growth would result in our kids having "smaller roofs" or "no roof at all"?
Shouldn't core positive productivity growth translate to "roofs generally as big, if not bigger than the previous generation"?
You giggled a little, admit it!!
is that for when you're not on strike?
Like speedlimits. They keep you from focusing on the street.
Consumption, supply and demand? Frugality ? Over population?
I still don't know what he means when he says "monjerment"... is it 'management'?
+Petrov Theovsk Measurement (gracefully translated for you by a French-speaking person) ^^
I do not think he understood his own main point. Nobody commenting for the last 7 years seems to understand what the main point should be. Let me try to guess. The main point is that in a complex system you need to set objectives for, and reward a measure at the higher level of the system. The Team, the race. Winning the race. Not reward the individual performances. Having said that, we can use the individual performances as strong indicators for putting a potentially great team together. But then we have to train and tune the team to give the best relay race performance. This includes passing the baton. But... there are many other partial strategies that the coach needs to improve, such as health, training, motivation, substitutes: not just baton passing.About 'rules' and other elements of bureaucracy. They are not evil in themselves. But rules can be badly designed, and there can be more than are needed for peak team performance. The measure of that is the team performance itself. If they win gold, or better win gold consistently then they have the right number of good rules.
Anyone that's upset they have to a slight bit of work to listen to this man, clearly needs to be more productive with their time. Wanting everything in their way or no way at all. So ironic
The applications of the concepts addressed in this talk extend from the classroom to the boardroom. Qualitative versus quantitative metrics; crispy versus fuzzy sets; co-operation versus coercion; clarity of measure versus a metric for clarity.
The irony is that too much transparency stalls productivity. (if/when the product depends on a degree of insulation as a factor of production)
This structure has emerged but we're starting to realize its form is, at least partially, dependent on the qualifying metrics. Quaerendo Invenietis, perhaps it's time to stop seeking for a moment and take stock as our 'collection' may be in need of refinement.
I wish I could be French just to have his accent.
Sounds like every sales job-ever. cutthroat, or go home with $4/hour.
Good, but te question is: HOW???
Take into account all individuals involved in the business. Scratch that beautiful head of yours to figure out how to make them happy while they work towards the bottom line. Now go
Ok,, i'll give it some thought, maybe i can figure that out, however, i think it's not easy at all to configure a whole organization this way, and anything less than a whole organization structure won't cut it
FIRST COMMENT!!!