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		<title>Resilience Means Fewer Recoveries, Not Faster Ones</title>
		<link>https://bobmorris.biz/resilience-means-fewer-recoveries-not-faster-ones</link>
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		<dc:creator><![CDATA[bob]]></dc:creator>
		<pubDate>Fri, 05 Dec 2025 12:50:52 +0000</pubDate>
				<category><![CDATA[Commentaries]]></category>
		<category><![CDATA[Carolyn Geason-Beissel/MIT SMR | Getty Images]]></category>
		<category><![CDATA[MIT SLoan Managedment Review]]></category>
		<category><![CDATA[Resilience Means Fewer Recoveries [comma] Not Faster Ones]]></category>
		<category><![CDATA[Yelena Kalyuzhnova]]></category>
		<guid isPermaLink="false">https://bobmorris.biz/?p=88657</guid>

					<description><![CDATA[<p>Here is an excerpt from an article written byBenjamin Laker and Yelena Kalyuzhnova for MIT Sloan Management Review. To read the complete article, check out others, sign up for email alerts, and obtain subscription information, please click here. Illustration Credit:Carolyn Geason-Beissel/MIT SMR &#124; Getty Images * * * Skillful leaders don’t push their teams to&#8230;</p>
<p>The post <a href="https://bobmorris.biz/resilience-means-fewer-recoveries-not-faster-ones">Resilience Means Fewer Recoveries, Not Faster Ones</a> first appeared on <a href="https://bobmorris.biz">Blogging on Business</a>.</p>]]></description>
										<content:encoded><![CDATA[<p><img data-recalc-dims="1" fetchpriority="high" decoding="async" class="alignright size-medium wp-image-88661" src="https://i0.wp.com/bobmorris.biz/wp-content/uploads/2025/12/Resilience.jpg?resize=300%2C200&#038;ssl=1" alt="" width="300" height="200" srcset="https://i0.wp.com/bobmorris.biz/wp-content/uploads/2025/12/Resilience.jpg?resize=300%2C200&amp;ssl=1 300w, https://i0.wp.com/bobmorris.biz/wp-content/uploads/2025/12/Resilience.jpg?resize=500%2C333&amp;ssl=1 500w, https://i0.wp.com/bobmorris.biz/wp-content/uploads/2025/12/Resilience.jpg?resize=175%2C117&amp;ssl=1 175w, https://i0.wp.com/bobmorris.biz/wp-content/uploads/2025/12/Resilience.jpg?resize=768%2C512&amp;ssl=1 768w, https://i0.wp.com/bobmorris.biz/wp-content/uploads/2025/12/Resilience.jpg?w=1290&amp;ssl=1 1290w" sizes="(max-width: 300px) 100vw, 300px" />Here is an excerpt from an article written by<a class="article-header__byline" href="https://sloanreview.mit.edu/article/resilience-means-fewer-recoveries-not-faster-ones/#article-authors"><strong>Benjamin Laker</strong></a> and <a class="article-header__byline" href="https://sloanreview.mit.edu/article/resilience-means-fewer-recoveries-not-faster-ones/#article-authors"><strong>Yelena Kalyuzhnova</strong></a> for <em>MIT Sloan Management Review</em><span style="font-size: 16px;">. To read the complete article, check out others, sign up for email alerts, and obtain subscription information, please click </span><strong style="font-size: 16px;"><a href="https://hbr.org/">here</a></strong><span style="font-size: 16px;">.</span></p>
<p>Illustration Credit:Carolyn Geason-Beissel/MIT SMR | Getty Images</p>
<p>* * *</p>
<div id="article-content" class="content content--narrow">
<header class="article-header">
<h4 class="article-header__deck">Skillful leaders don’t push their teams to bounce back faster. They create systems where bouncing back isn’t constantly required.</h4>
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<h4 class="best-articles__title">What to Read Next</h4>
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<p><span class="smr-leadin"><em>Resilience</em> has become</span> one of the most overused words in management. Leaders praise teams for “pushing through” and “bouncing back,” as if the ability to absorb endless strain were proof of strength. But endurance and resilience are not the same. Endurance is about surviving pressure. Resilience is about designing systems so people don’t break under it.</p>
<p>Many organizations don’t build resilience; they simply expect employees to endure more. The result is a quiet crisis of exhaustion disguised as dedication. Teams appear committed but are running on fumes. Managers talk about agility, but what they’re really celebrating is overwork that hasn’t yet collapsed.</p>
<p>Endurance feels good at first because it looks like progress. When everyone pulls together — a team works late to meet a deadline, improvises through a product crisis, or takes on more work during a hiring freeze — a manager may call it resilience. But repeat the cycle enough times, and it becomes the culture. People learn that being dependable means being constantly available.</p>
<p>This mistake happens because managers tend to measure effort: They see individuals coping well and assume that the system is strong. But in reality, the more a team relies on heroic effort, the more fragile it becomes. When the same employees keep absorbing stress without support, the organization quietly fuels burnout.</p>
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<p>The creative industries offer a vivid example of this trap. Freelancers, artists, and small production teams are often praised for their agility — the ability to pivot, improvise, and stay productive in uncertain conditions. Yet when crises strike, that same independence exposes structural weakness: irregular income, limited access to capital, and a lack of institutional safety nets. What appears to be resilience is often sustained self-exploitation. The lesson for any manager is clear: Flexibility without infrastructure is fragility.</p>
<p>Resilience is not about how long people can keep sprinting. It’s about how intelligently leaders design the course.</p>
<h3>Designing for Real Resilience</h3>
<p>Managers who want to build resilience need to stop focusing on people’s capacity to recover and start focusing on their organization’s capacity to absorb strain. That means shifting attention from motivation to mechanics — how work is structured, how decisions are made, and how recovery is built in. Here’s what that looks like.</p>
<p><strong>Build recovery into the workflow.</strong> Resilience depends on rhythm, not relentlessness. After major launches or deadlines, schedule recovery time before the next sprint begins to send a clear message: Rest is part of performance, not a reward for it. When teams know that the work cycle includes restoration, they can sustain high output without their creativity or trust eroding. Adopt cycles of experimentation followed by deliberate decompression.</p>
<p><strong>Spread strain across the system.</strong> In most organizations, a small group carries the load when things get tough — the dependable few who always say yes to the most essential tasks. That pattern is unsustainable. Build redundancy into the system by cross-training roles, rotating responsibilities, and decentralizing authority. The goal isn’t to reduce pressure to zero; it’s to distribute it evenly enough so that no one person becomes the safety net for everyone else.</p>
<p>Creative projects rarely succeed through one star performer; they rely on an ecosystem of editors, producers, and technicians who share the stress. Companies that treat resilience the same way — as a shared responsibility rather than an individual test — recover faster when disruption hits.</p>
<p><strong>Reward prevention, not firefighting.</strong> Too many managers equate resilience with recovery, celebrating those who saved the day after the crisis is over. But true resilience shows up before the crisis hits. Observe your team to recognize the people who spot problems early, manage risks quietly, or improve workflows so that breakdowns don’t happen. Crisis prevention doesn’t create dramatic stories, but it builds the calm, predictable environment that allows innovation to thrive.</p>
<p>When leaders redesign their systems around recovery, distribution, and prevention, resilience becomes an organizational advantage rather than a personal endurance test.</p>
<h3>Leading With Resilience</h3>
<p>Resilient organizations start with managers who model balance. These leaders act in ways that signal to their teams what is truly valued — and whether recovery is allowed. Here’s how they do it.</p>
<p><strong>They model boundaries.</strong> When managers work through every weekend or answer emails at midnight, they train their teams to do the same. Visible rest is leadership behavior. If you want sustainable performance, show people it’s safe to pause.</p>
<p><strong>They celebrate foresight.</strong> Instead of applauding last-minute heroics, highlight the people who anticipate pressure and respond ahead of time. This reframes resilience from reaction to prevention.</p>
<p><strong>They share control.</strong> Centralized decision-making creates bottlenecks and stress. Distributed authority enables teams to adapt quickly without waiting for approval. Employee empowerment is not a soft concept; it’s a structural resilience tool.</p>
<div class="callout-pullquote callout-pullquote--no-quote aos-init aos-animate" data-aos-duration="900" data-aos-anchor-placement="bottom-bottom" data-aos-easing="ease-out-back" data-aos="fade-new-left">
<p class="callout-pullquote__quote">Endurance feels heroic in the moment, but it’s a warning sign over time.</p>
</div>
<p><strong>They protect slack.</strong> Efficiency culture teaches managers to eliminate every gap, but some slack is strategic. A small buffer of time, budget, or head count allows a team to absorb shocks without slipping into crisis mode. The most successful creative organizations understand this instinctively: Orchestras have understudies, studios schedule buffer weeks, and production houses budget contingency funds. Corporate managers should do the same — not because they expect failure but because they design for recovery.</p>
<p>Resilient leadership is less about motivating people to push harder and more about creating conditions in which pushing isn’t always required. Endurance feels heroic in the moment, but it’s a warning sign over time.</p>
<p>A simple guardrail can help you tell the difference. Ask yourself each quarter, “Did our systems protect people, or did people protect the system?” If it’s the latter, your organization is running on endurance, not resilience. That means stress isn’t being absorbed by the system — it’s being transferred downward.</p>
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<p>The correction is simple but not easy: Redesign the work so that recovery is routine, not reactive. Build small pauses into big plans. Diversify responsibilities so that crises don’t land on the same few people’s shoulders. Track how long it takes for a team to return to its baseline energy level after major change — and treat that as a performance metric, not an afterthought.</p>
<p>* * *</p>
<p>The strongest teams aren’t those that bounce back the fastest but those that don’t need to bounce as often. Managers who build real resilience create environments where people can recover, share strain, and keep learning. They don’t glorify exhaustion or mistake endurance for loyalty. They understand that resilience is not a personal trait to cultivate — it’s a system to construct.</p>
<p>The best leaders don’t ask people to be tougher. They make toughness less necessary. Because resilience isn’t about how fast people bounce back after they burn out. A resilient system prevents them from burning out in the first place.</p>
</div>
</div>
<p>* * *</p>
<p>Here is a direct <strong>link</strong> to the complete article.</p>
<p>Benjamin Laker (<a href="https://twitter.com/drbenlaker" target="_blank" rel="noopener" aria-label="@drbenlaker (external link from twitter.com)">@drbenlaker</a>) is a professor of leadership at Henley Business School at the University of Reading. <a href="https://www.henley.ac.uk/people/professor-yelena-kalyuzhnova" target="_blank" rel="noopener" aria-label="Yelena Kalyuzhnova (external link from www.henley.ac.uk)">Yelena Kalyuzhnova</a> is a professor at Henley Business School, where she serves as head of the leadership, organizations, behavior, and reputation department.</p><p>The post <a href="https://bobmorris.biz/resilience-means-fewer-recoveries-not-faster-ones">Resilience Means Fewer Recoveries, Not Faster Ones</a> first appeared on <a href="https://bobmorris.biz">Blogging on Business</a>.</p>]]></content:encoded>
					
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		<title>How to Monetize Your Data</title>
		<link>https://bobmorris.biz/how-to-monetize-your-data-2</link>
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		<dc:creator><![CDATA[bob]]></dc:creator>
		<pubDate>Thu, 04 Dec 2025 12:35:02 +0000</pubDate>
				<category><![CDATA[Commentaries]]></category>
		<category><![CDATA[Dan Forbes/Trunk Archive]]></category>
		<category><![CDATA[Harvard Business Review]]></category>
		<category><![CDATA[How to Monetize Your Data]]></category>
		<category><![CDATA[Mohammed Aaser]]></category>
		<category><![CDATA[Robin Seibert]]></category>
		<category><![CDATA[Suraj Srinivasan]]></category>
		<guid isPermaLink="false">https://bobmorris.biz/?p=88666</guid>

					<description><![CDATA[<p>Here is an excerpt from an article written by Suraj Srinivasan, Robin Seibert ,and Mohammed Aaser for Harvard Business Review. To read the complete article, check out others, sign up for email alerts, and obtain subscription information, please click here. Illustration Credit: Dan Forbes/Trunk Archive * * * Many organizations are sitting on valuable proprietary data&#8230;</p>
<p>The post <a href="https://bobmorris.biz/how-to-monetize-your-data-2">How to Monetize Your Data</a> first appeared on <a href="https://bobmorris.biz">Blogging on Business</a>.</p>]]></description>
										<content:encoded><![CDATA[<p><img decoding="async" class="alignright size-medium wp-image-88668" src="https://bobmorris.biz/wp-content/uploads/2025/12/How-to-300x169.avif" alt="" width="300" height="169" srcset="https://bobmorris.biz/wp-content/uploads/2025/12/How-to-300x169.avif 300w, https://bobmorris.biz/wp-content/uploads/2025/12/How-to-500x281.avif 500w, https://bobmorris.biz/wp-content/uploads/2025/12/How-to-175x98.avif 175w, https://bobmorris.biz/wp-content/uploads/2025/12/How-to-768x432.avif 768w, https://bobmorris.biz/wp-content/uploads/2025/12/How-to-1536x864.avif 1536w, https://bobmorris.biz/wp-content/uploads/2025/12/How-to.avif 1900w" sizes="(max-width: 300px) 100vw, 300px" />Here is an excerpt from an article written by <span class="Byline_byline__Fsu0D"><strong><a class="Byline_author__SdVEf" href="https://hbr.org/search?term=Suraj%20Srinivasan">Suraj Srinivasan</a></strong></span>, <span class="Byline_byline__Fsu0D"><strong><a class="Byline_author__SdVEf" href="https://hbr.org/search?term=Robin%20Seibert">Robin Seibert</a> </strong></span>,and <span class="Byline_byline__Fsu0D"><strong><a class="Byline_author__SdVEf" href="https://hbr.org/search?term=Mohammed%20Aaser">Mohammed Aaser</a></strong></span> for <em style="font-size: 16px;">Harvard Business Review</em><span style="font-size: 16px;">. To read the complete article, check out others, sign up for email alerts, and obtain subscription information, please click </span><strong style="font-size: 16px;"><a href="https://hbr.org/">here</a></strong><span style="font-size: 16px;">.</span></p>
<p>Illustration Credit: <span class="Credits_inline-credits__VjQCM">Dan Forbes/Trunk Archive</span></p>
<p>* * *</p>
<p><span class="Summary_summary-text__eMqXD">Many organizations are sitting on valuable proprietary data but lack a clear plan for commercializing it. As interest in selling data grows—driven by advances in AI, pressure to find new sources of revenue, and the success of firms</span><span aria-hidden="true">. Here are t<span class="Dek_dek__7kUre">hree questions to shape your strategy.</span></span></p>
<article id="main" class="ArticleWrapper_wrapper__yWBsB">
<div class="Premium_container__ssUHV">
<div class="Premium_content__Y7Ewd">
<p class="Paragraph_text__yGFNO Paragraph_mag-icon-strategy-w30__CN_Sj" data-first-paragraph="true"><span class="LeadIn_lead-in__xiKdI">What if you were responsible </span><span class="LeadIn_lead-in-large__tE9w8">for analyzing </span>album, fan, social media, and merchandise data for more than a thousand musicians? That was the task that Naras Eechambadi faced in 2021, when he joined Universal Music Group (UMG), which represents current recording stars from Lady Gaga to Eminem, legends like the Beatles, and numerous up-and-coming artists. As the company’s first chief global data and analytics officer, he needed to find a way to make UMG’s information available to its many business units and partners. So he and his team compiled data from brick-and-mortar stores, e-commerce sites, social media, marketing campaigns, emails, and a CRM system and used it to build a reporting and analytics tool called Fan Analytics, Marketing, and E-commerce (FAME), to help UMG’s partners, including labels and artists, identify growth opportunities.</p>
<p class="Paragraph_text__yGFNO">FAME provided granular data and insights on the behavior of every fan and automatically suggested follow-up actions for each person. Soon listener engagement and conversion rates for marketing campaigns rose significantly, driving revenue growth of more than 30% in e-commerce channels. FAME also gave UMG an edge over its competitors when it was signing new artists and labels. By packaging UMG’s far-flung and unorganized data into an integrated, easy-to-use tool, Eechambadi’s team had found a way to grow the business while remaining aligned with the company’s principal mission—to connect artists with fans.</p>
<p class="Paragraph_text__yGFNO">Making money by commercializing customer data (and the insights gleaned from it) isn’t a new idea. Credit-reporting agencies, which tell lenders whether a would-be borrower is likely to repay loans, have been around for <a class="ContentLink_anchor__Q6_U6" href="https://www.cnbc.com/select/when-did-credit-scores-start/" target="_blank" rel="noopener">more than a century</a>, and grocery stores have <a class="ContentLink_anchor__Q6_U6" href="https://netchoice.org/wp-content/uploads/2023/06/NetChoice_Know-Your-Customer%E2%80%94How-Retailers-Have-Used-Data-Throughout-History_Brief.pdf" target="_blank" rel="noopener">sold shopping data (collected via their loyalty programs) for decades</a>. In the digital age companies are learning more about consumers by following their online behavior—the products they buy, the websites they visit, the reviews and comments they leave, and so on. Now AI is making it easier to analyze and gain insights from that information, increasing its value even more. And in an era of slower economic growth, companies are becoming more interested in finding ways to monetize this asset.</p>
<p class="Paragraph_text__yGFNO">Some companies are already seeing success. Although Amazon’s retail business remains its largest source of revenue, the firm has used its deep knowledge about customers’ interests to grow its advertising business, which brought in <a class="ContentLink_anchor__Q6_U6" href="https://www.usatoday.com/story/money/investing/2025/07/31/amazon-ads-booming-investing/85402110007/" target="_blank" rel="noopener">$56 billion</a> last year. More recently, Walmart used a similar model to launch its online ad business, which now generates <a class="ContentLink_anchor__Q6_U6" href="https://www.adexchanger.com/commerce/walmarts-ad-business-cleared-4-billion-in-2024-and-is-only-getting-started/" target="_blank" rel="noopener">$4 billion annually</a>. Much of LinkedIn’s $16 billion in revenue is tied directly to the user data it sells to recruiters. Financial services firms like Mastercard and Visa have set up entire consulting divisions—Mastercard Advisors and Visa Advisory Services—to sell companies the insights they gather from analyzing millions of transactions. Neither company formally reports exactly how much it’s making from these ventures, but Mastercard has suggested that the annual revenue from its value-added services division is growing at a double-digit rate. Some companies are selling user data directly to gen AI companies for use in training their large language models. When Reddit licensed its user data to OpenAI in 2024, the financial terms weren’t disclosed—but Reddit’s stock jumped 12% on the news. Stories like these have made more companies think about the best way to extract profits from their data.</p>
<p class="Paragraph_text__yGFNO">Yet our research shows that companies still struggle to choose the right way to do that and don’t know where to begin. It’s not necessarily their fault. Data monetization isn’t as simple as emailing a spreadsheet to a paying client. Companies must know how to collect, organize, and analyze their data. They also need to determine the best use cases and understand how they should price their offerings. And too many of them create data offerings that aren’t closely related to their core business—a move that often turns into a low-profit distraction.</p>
<p class="Paragraph_text__yGFNO">To identify the reasons some companies struggle with data monetization—and why others succeed—we conducted in-depth case research with more than 30 organizations and interviewed 12 senior executives who are spearheading data monetization efforts across retail, media, tech, manufacturing, and marketing. Drawing on what we learned, we developed a framework for how to approach data monetization. In this article we’ll explain it and provide advice on how companies can get started on the journey. It requires asking three strategic questions.</p>
<p>[Here&#8217;s the first of three strategies.]</p>
<div class="SectionHeader_section-header__qgz4r">
<h2 class="SectionHeader_section-marker__KoOCn"><span class="SectionHeader_ordinal-enclosure__OGufl SectionHeader_premium__BJFHG">[  <span class="SectionHeader_ordinal__Amv0N">1</span>  ]</span></h2>
<div class="SectionHeader_section-title__uNj1g SectionHeader_premium__BJFHG">Who Are Our Data Customers, and What Are Their Use Cases?</div>
</div>
<p class="Paragraph_text__yGFNO">Many companies are sitting on what they think is valuable proprietary data. Potential buyers for it may include tech companies, data brokers, hedge funds, and companies in adjacent businesses. But selling it involves more than running a report.</p>
<p class="Paragraph_text__yGFNO">During our research we observed many instances where business leaders began the monetization process by building out their technical infrastructure. Often they spent a couple of years on it, only to realize that they didn’t know what products to develop or who might buy them.</p>
<p class="Paragraph_text__yGFNO">The most successful organizations begin the monetization process by focusing on use cases within their core business and with existing partners, specifically their suppliers and customers. Why? First, existing partners understand the potential value of your data better than others do, because it’s specific to their industry and key goals. Second, because they already have relationships with your company it’s easier to work with them to identify good use cases for the data. Your established operations and sales relationships with them also make it easier to generate more revenue from the data and to capture and distribute the data to them once a project starts. Your sales teams and relationship managers can sell the new offering to them as a line add-on and scale it up quickly. And the final reason it’s best to work with businesses in your existing ecosystem is privacy. An organization’s proprietary data is often subject to strict sharing and custodian agreements, such as those precluding the sale to data brokers or other nonaffiliated third parties.</p>
<p class="Paragraph_text__yGFNO">Even companies that understand that logic may be tempted by offers from data brokers that package and sell data to hedge funds or other nonstrategic partners. On the surface these seem to be quick-and-easy deals that require little effort: You sell the raw data, you make money, and the value ends there. However, such deals may be tricky to navigate. Identifying potential customers and settling on prices across multiple parties with no partnership history is difficult. These opportunities also may present significant risks to your customers and suppliers, such as data leaks that could endanger their core business and strategic priorities. We aren’t saying that it never makes sense to do deals like this, but our research shows that they typically are riskier and create less value than deals with strategic partners.</p>
<p class="Paragraph_text__yGFNO">To protect yourself and your customers, you need to manage the privacy, regulatory, reputational, data security, and other risks data monetization creates from day one. Leading transaction companies, consulting firms, and tech companies, for instance, take great care to aggregate and anonymize benchmark data when sharing it with customers. But even if you do this, you should check whether the use of data in a product or service could be misconstrued by your partners. For any data-based offering, you need to work closely with legal and risk managers right from the start to assess potential problems and create mitigation plans.</p>
<p class="Paragraph_text__yGFNO">In parallel, and guided by the data needs of the prioritized use cases of potential buyers, you can progressively build a modern data platform and companywide data assets. Efforts to monetize data that’s poorly organized, of low quality, or incomplete will backfire. Yet many companies have a ways to go to build strong data and tech foundations: While they may already have the technology in place to collect data, they can’t transfer it into a central repository. Or they can’t organize the data or verify its quality. Or they have no easy way to run analytics or produce data visualizations.</p>
<p class="Paragraph_text__yGFNO">Most businesses aren’t entirely unprepared. They’ve begun to feed data from internal and external sources into data lakes and data warehouses and model how all the data will fit into cohesive data assets such as a customer 360 or a supplier 360. By leveraging flexible tools such as Databricks, Domo, and Snowflake, they can rapidly build data products to test with customers.</p>
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<p>* * *</p>
<p>Here is a direct <a href="https://hbr.org/2025/11/how-to-monetize-your-data"><strong>link</strong></a> to the complete article.</p>
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<div class="AuthorBio_author-bio-container__u5vHF"><a class="AuthorBio_author-name__VPl47" href="https://hbr.org/search?term=Suraj%20Srinivasan&amp;amp;search_type=search-all">Suraj Srinivasan </a><span class="AuthorBio_biography__CPmNZ">is the Philip J. Stomberg professor of business administration at Harvard Business School, the chair of the Digital Value Lab, and a member of the board of Harvard Business Publishing.</span></div>
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<div class="AuthorBio_author-bio-container__u5vHF"><a class="AuthorBio_author-name__VPl47" href="https://hbr.org/search?term=Robin%20Seibert&amp;amp;search_type=search-all">Robin Seibert </a><span class="AuthorBio_biography__CPmNZ">is an engagement manager at McKinsey &amp; Company and a former visiting fellow at the Digital Value Lab.</span></div>
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<div class="AuthorBio_author-bio-container__u5vHF"><a class="AuthorBio_author-name__VPl47" href="https://hbr.org/search?term=Mohammed%20Aaser&amp;amp;search_type=search-all">Mohammed Aaser </a><span class="AuthorBio_biography__CPmNZ">is the chief strategy officer of the data analytics company Domo.</span></div>
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<p>&nbsp;</p>
<h1></h1><p>The post <a href="https://bobmorris.biz/how-to-monetize-your-data-2">How to Monetize Your Data</a> first appeared on <a href="https://bobmorris.biz">Blogging on Business</a>.</p>]]></content:encoded>
					
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		<title>Memorable Quotations</title>
		<link>https://bobmorris.biz/memorable-quotations</link>
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		<dc:creator><![CDATA[bobmorris]]></dc:creator>
		<pubDate>Wed, 03 Dec 2025 18:12:15 +0000</pubDate>
				<category><![CDATA[Commentaries]]></category>
		<guid isPermaLink="false">https://bobmorris.biz/?p=77293</guid>

					<description><![CDATA[<p>Since childhood, I have accumulated quotations and continue to add to their number. Here are a few you may not have encountered before. o “Live as if you were to die tomorrow. Learn as if you were to live forever.” Mahatma Gandhi o “That which does not kill us makes us stronger.” Friedrich Nietzsche o&#8230;</p>
<p>The post <a href="https://bobmorris.biz/memorable-quotations">Memorable Quotations</a> first appeared on <a href="https://bobmorris.biz">Blogging on Business</a>.</p>]]></description>
										<content:encoded><![CDATA[<p><img data-recalc-dims="1" decoding="async" class="size-full wp-image-88691 alignright" src="https://i0.wp.com/bobmorris.biz/wp-content/uploads/2025/12/Lovely-Sky.jpg?resize=267%2C148&#038;ssl=1" alt="" width="267" height="148" srcset="https://i0.wp.com/bobmorris.biz/wp-content/uploads/2025/12/Lovely-Sky.jpg?w=267&amp;ssl=1 267w, https://i0.wp.com/bobmorris.biz/wp-content/uploads/2025/12/Lovely-Sky.jpg?resize=175%2C97&amp;ssl=1 175w" sizes="(max-width: 267px) 100vw, 267px" />Since childhood, I have accumulated quotations and continue to add to their number.</p>
<p>Here are a few you may not have encountered before.</p>
<p>o “Live as if you were to die tomorrow. Learn as if you were to live forever.” Mahatma Gandhi</p>
<p>o “That which does not kill us makes us stronger.” Friedrich Nietzsche</p>
<p>o “Be who you are and say what you feel, because those who mind don’t matter and those who matter don’t mind.” Bernard M. Baruch</p>
<p>o “We must not allow other people’s limited perceptions to define us.” Virginia Satir</p>
<p>o “Do what you can, with what you have, where you are.” Theodore Roosevelt</p>
<p>o “Be yourself; everyone else is already taken.” Oscar Wilde</p>
<p>o “This above all: to thine own self be true. Thou canst not then be false to any man.” William Shakespeare (Polonius, <em><strong>Hamlet</strong>)</em></p>
<p>o “If you cannot do great things, do small things in a great way.” Napoleon Hill</p>
<p>o “If opportunity doesn’t knock, build a door.” Milton Berle</p>
<p>o “Wise men speak because they have something to say; fools because they have to say something.” Plato</p>
<p>o “Strive not to be a success, but rather to be of value.” Albert Einstein</p>
<p>o “Two roads diverged in a wood, and I…I took the one less traveled by, And that has made all the difference.” Robert Frost</p>
<p>o “The supreme quality for leadership is unquestionably <em>integrity</em>. Without it, no real success is possible, no matter whether it is on a section gang, a football field, in an army, or in an office.” General Dwight D. Eisenhower</p>
<p>o “I am not afraid of an army of lions led by a sheep; I am afraid of an army of sheep led by a lion.” Alexander the Great</p>
<p>o “The Nation that makes a great distinction between its scholars and its warriors will have its thinking done by cowards and its fighting done by fools.” Thucydides</p>
<p>o “The most important thing I learned is that soldiers watch what their leaders do. You can give them classes and lecture them forever, but it is your personal example they will follow.” Colin Powell</p>
<p>o “A passion for life is contagious and uplifting. Passion cuts both ways… I want to create passion in my own life and with those I care for. I want to feel, experience and live every emotion. I will suffer through the bad for the heights of the good.” Pat Tillman, football star who joined the Army Rangers after 9/11 and was killed in action in Afghanistan</p>
<p>o “Nearly all men can stand adversity, but if you want to test a man’s character, give him power.” Abraham Lincoln</p>
<p>o “Bravery is being the only one who knows you’re afraid.” Colonel David Hackworth</p>
<p>o “People sleep peaceably in their beds at night only because rough men stand ready to do violence on their behalf.” George Orwell</p>
<p>o “Every battle is won or lost before it is fought.” Sun Tzu</p>
<p>o “It is easier to find men who will volunteer to die, than to find those who are willing to endure pain with patience.” Julius Caesar</p>
<p>o “War is cruelty. There is no use trying to reform it. The crueler it is, the sooner it will be over.” William Tecumseh Sherman</p>
<p>o “They are in front of us, behind us, and we are flanked on both sides by an enemy that outnumbers us 29:1. They can’t get away from us now!” USMC General Lewis B. (Chesty) Puller</p>
<p>o “Do not let what you cannot do interfere with what you can do.” John Wooden</p>
<p>o “Whenever you find yourself on the side of the majority, it is time to pause and reflect.” Mark Twain</p>
<p>o “I haven’t failed. I’ve just found 10,000 ways that won’t work.” Thomas Edison</p>
<p>o “Cherish those who seek the truth but beware of those who find it.” Voltaire</p><p>The post <a href="https://bobmorris.biz/memorable-quotations">Memorable Quotations</a> first appeared on <a href="https://bobmorris.biz">Blogging on Business</a>.</p>]]></content:encoded>
					
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		<title>Want a better decision? Plan a better meeting</title>
		<link>https://bobmorris.biz/want-a-better-decision-plan-a-better-meeting-2</link>
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		<dc:creator><![CDATA[bob]]></dc:creator>
		<pubDate>Wed, 03 Dec 2025 15:07:34 +0000</pubDate>
				<category><![CDATA[Commentaries]]></category>
		<category><![CDATA[McKinsey & Company]]></category>
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		<category><![CDATA[Want a better decision? Plan a better meeting]]></category>
		<guid isPermaLink="false">https://bobmorris.biz/?p=88676</guid>

					<description><![CDATA[<p>Here is an excerpt from an article written by Aaron De Smet, and Leigh Weiss for McKinsey Quarterly. To read the complete article, check out others, sign up for email alerts, and obtain subscription information, please click here. Illustration Credit: Sven Daze * * * Effective meetings produce better business decisions. Yet too many decision&#8230;</p>
<p>The post <a href="https://bobmorris.biz/want-a-better-decision-plan-a-better-meeting-2">Want a better decision? Plan a better meeting</a> first appeared on <a href="https://bobmorris.biz">Blogging on Business</a>.</p>]]></description>
										<content:encoded><![CDATA[<p><img data-recalc-dims="1" loading="lazy" decoding="async" class="alignright size-medium wp-image-88679" src="https://i0.wp.com/bobmorris.biz/wp-content/uploads/2025/12/A-leaders.webp?resize=300%2C169&#038;ssl=1" alt="" width="300" height="169" srcset="https://i0.wp.com/bobmorris.biz/wp-content/uploads/2025/12/A-leaders.webp?resize=300%2C169&amp;ssl=1 300w, https://i0.wp.com/bobmorris.biz/wp-content/uploads/2025/12/A-leaders.webp?resize=500%2C281&amp;ssl=1 500w, https://i0.wp.com/bobmorris.biz/wp-content/uploads/2025/12/A-leaders.webp?resize=175%2C98&amp;ssl=1 175w, https://i0.wp.com/bobmorris.biz/wp-content/uploads/2025/12/A-leaders.webp?w=767&amp;ssl=1 767w" sizes="auto, (max-width: 300px) 100vw, 300px" />Here is an excerpt from an article written by <strong><span class="AuthorsByLine_mck-c-authors-byline__author__U3Opl"><span class="AuthorsByLine_mck-c-authors-byline__no-wrap__Z_9zV"><a class="mdc-c-link-inline___7DRrt_8f10df7 mdc-c-link-inline--secondary___YKoOK_8f10df7" href="https://www.mckinsey.com/our-people/aaron-de-smet" data-component="mdc-c-link"><span class="mdc-c-link__label___Pfqtd_8f10df7">Aaron De Smet</span></a></span></span></strong>, and <strong><span class="AuthorsByLine_mck-c-authors-byline__author__U3Opl"><span class="AuthorsByLine_mck-c-authors-byline__no-wrap__Z_9zV"><a class="mdc-c-link-inline___7DRrt_8f10df7 mdc-c-link-inline--secondary___YKoOK_8f10df7" href="https://www.mckinsey.com/our-people/leigh-weiss" data-component="mdc-c-link"><span class="mdc-c-link__label___Pfqtd_8f10df7">Leigh Weiss</span></a></span></span></strong> for <i>McKinsey Quarterly</i><span style="font-size: 16px;">. To read the complete article, check out others, sign up for email alerts, and obtain subscription information, please click </span><strong style="font-size: 16px;"><a href="https://hbr.org/">here</a></strong><span style="font-size: 16px;">.</span></p>
<p>Illustration Credit: Sven Daze</p>
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<div class="mck-u-links-inline">Effective meetings produce better business decisions. Yet too many decision meetings are doomed from the get-go. You can do better.</div>
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<p><strong>Decisions are the lifeblood</strong> of organizations, and meetings are where important business decisions often happen. Yet many executives are nonplussed—at best—when describing their own experience of meetings. Some business leaders we know wonder openly how they can dedicate so much time (commonly six to seven hours a day and often more) to an activity that feels so unproductive. “I spend nearly all of my time in meetings,” admitted one top-team member to us recently, “and I don’t get to sit down to think on my own until after 6:00 p.m.</p>
<div class="PullQuote_mck-c-pullquote__4wfiJ mck-o-sm-right-span" data-module-category="">
<blockquote class="PullQuote_mck-c-blockquote__QjdYQ PullQuote_mck-c-blockquote--hide-quotes__Lv34N mdc-c-blockquote mdc-c-blockquote--is-quotes___TozKo_8f10df7" data-component="mdc-c-blockquote"><p>“I spend nearly all of my time in meetings,” admitted one top-team member to us recently, “and I don’t get to sit down to think on my own until after 6:00 p.m.”</p></blockquote>
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<p>Many leaders will empathize. In a recent McKinsey survey, 61 percent of executives said that at least half the time they spent making decisions, much of it surely spent in meetings, was ineffective. And just 37 percent of respondents said their organizations’ decisions were both high-quality and timely.</p>
<p>How can senior managers get better, faster business decisions from the meetings they attend or lead? Certainly, getting steeped in best practices is wise, as there is a wealth of good thinking available on the topic of decision making (see sidebar, “Read me: Quick-hit recommendations for decision makers”). In the meantime, we recommend looking closer to home, namely at the preparation that should happen (but perhaps doesn’t) before your <em>own </em>meetings.</p>
<p>Try this exercise: take out your phone, open your calendar, and review today’s remaining meetings against the three questions below to see if you can spot any of the interrelated “fatal flaws” that most commonly sabotage meeting effectiveness. Besides improving the quality and speed of your team’s decisions and helping you make better use of your time, we hope the exercise helps you shed light on the underlying organizational dynamics and mind-sets that may be seeding dysfunction in the first place.</p>
<div class="mck-o-edge-to-edge SectionHeader_mck-c-section-header__tShPC mck-c-module-wrapper" data-component="mdc-c-module-wrapper" data-module-theme="dark" data-module-background="deep-blue" data-module-category="" data-module-gradient-position="top-right" data-module-name="section-header">
<div class="mdc-c-bg-image___GJdv1_8f10df7 background-image-section-header-27C18A0908394F278D2CEA5E47D20BB9-bg SectionHeader_mck-c-section-header__parallax-container__eKlAy" role="img" data-component="mdc-c-background-image" aria-label="Should we even be meeting at all?"><strong>Should we even be meeting at all?</strong></div>
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<p>Removing superfluous meetings is perhaps the single biggest gift to an executive’s productivity. Start by examining your recurring meetings, as these are a fertile place for otherwise useful and timely decision topics to mutate in unproductive ways.</p>
<p>Consider the case of the healthcare company that held a recurring “growth committee” meeting that in principle should have been making decisions about strategic partnerships, M&amp;A, and new lines of business but in practice rarely did. Meanwhile, the company’s executive committee (which included several of the growth-committee members, along with the CEO) also met routinely to cover the same ground—and <em>was </em>making the decisions.</p>
<p>Why the disconnect? Left unexamined, the growth-committee meeting had evolved over several years into a discussion forum and holding pen for topics to be decided by the executive committee. Moreover, the range of subjects the growth committee covered had widened considerably beyond its original remit. The meeting was, in effect, not only redundant but also confusing to managers further down in the organization about what decisions were being made and where.</p>
<div class="PullQuote_mck-c-pullquote__4wfiJ mck-o-sm-right-span" data-module-category="">
<blockquote class="PullQuote_mck-c-blockquote__QjdYQ PullQuote_mck-c-blockquote--hide-quotes__Lv34N mdc-c-blockquote mdc-c-blockquote--is-quotes___TozKo_8f10df7" data-component="mdc-c-blockquote"><p>Poor clarity around decision rights encouraged wide-ranging discussions but not decisions, and over time this behavior became a habit in meetings—a habit that exacerbated a general lack of accountability among some executives.</p></blockquote>
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<p>While the company went on to remedy the situation and successfully streamline where decisions about growth priorities were made, the issues the CEO and top team had to confront went well beyond eliminating redundant meetings. For example, poor clarity around decision rights encouraged wide-ranging discussions but not decisions, and over time this behavior became a habit in meetings—a habit that exacerbated a general lack of accountability among some executives. Moreover, the team lacked the psychological safety to take interpersonal risks and thus feared making the “wrong” decision.<span class="FootNote_footnote-holder__Q9Shi"><span class="FootNote_footnote-wrapper__4U9Xz FootNote_bottom__P03TI FootNote_inactive__HGWhP" tabindex="0" aria-label="footnote" aria-describedby="fcd3c14f-d8a7-4bcf-b5aa-294fd26db710"><sup class="FootNote_footnotesup__kxEq8">1</sup></span></span> Together, these intertwined factors encouraged leaders to escalate decisions up the chain of command, as the growth committee had done. Had the CEO attacked the symptoms by only announcing fixes from on high (say, blanket restrictions on the number of meetings allowed, or introducing meeting-free blackout days—both actions we have seen frustrated leaders take), the problems would have continued.</p>
<p>This is not to say that time management isn’t part of the solution. It is, and if ingrained habits or cultural expectations encourage meetings as your company’s default mode, then soul searching is in order. If you are one of those leaders who reflexively accepts meeting invitations as they appear in your calendar, then you should hit pause. Your goal should be to treat your leadership capacity—a finite resource—<a href="https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/making-time-management-the-organizations-priority">as seriously as your company treats financial capital</a> (an equally finite one).</p>
<p>When recurring meetings <em>are </em>needed, check with the other decision makers to ensure the frequency is right (can weekly become monthly?). Look also to see if the decision might be best made by an individual. Remember: Delegating a decision to someone doesn’t mean that the person can’t still consult others for guidance. It just probably doesn’t require an entire committee to do so.</p>
<p>Finally, it’s tough to spot problems when no one is looking. At the healthcare company, like at many organizations, it wasn’t anyone’s responsibility to ensure that senior-management meetings had clear, non-overlapping purposes. A chief of staff can be invaluable here, as we will see next.</p>
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<p>* * *</p>
<p>Here is a direct <a href="https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/want-a-better-decision-plan-a-better-meeting?cid=other-eml-mtg-mip-mck&amp;hlkid=69b122b7c04144c69f971f6c995d547d&amp;hctky=1926&amp;hdpid=5f5a8a0a-d8b4-4418-a3e7-34d1804c8d55"><strong>link</strong></a> to the complete article.</p>
<p><strong><a href="https://www.mckinsey.com/our-people/aaron-de-smet">Aaron De Smet</a></strong> is a senior partner in McKinsey’s Houston office, <strong><a href="https://www.mckinsey.com/our-people/gregor-jost">Gregor Jost</a></strong> is a partner in the Vienna office, and <strong>Leigh Weiss</strong> is a senior expert in the Boston office.</p>
<p>The authors wish to thank <em>Iskandar Aminov, Elizabeth Foote, Kanika Kakkar</em>, and <em>Sandra Welchering</em> for their contributions to this article.</p><p>The post <a href="https://bobmorris.biz/want-a-better-decision-plan-a-better-meeting-2">Want a better decision? Plan a better meeting</a> first appeared on <a href="https://bobmorris.biz">Blogging on Business</a>.</p>]]></content:encoded>
					
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		<title>Safe Danger: A Book Review by Bob Morris</title>
		<link>https://bobmorris.biz/safe-danger-a-book-review-by-bob-morris</link>
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		<dc:creator><![CDATA[bob]]></dc:creator>
		<pubDate>Tue, 02 Dec 2025 07:24:26 +0000</pubDate>
				<category><![CDATA[Book Reviews]]></category>
		<category><![CDATA[Balance Book Group]]></category>
		<category><![CDATA[Ben Swire]]></category>
		<category><![CDATA[Safe Danger [colon] An Unexpected Method for Sparking Connection [comma] Finding Purpose [comma] and Inspiring Innovation]]></category>
		<guid isPermaLink="false">https://bobmorris.biz/?p=88436</guid>

					<description><![CDATA[<p>Safe Danger: An Unexpected Method for Sparking Connection, Finding Purpose, and Inspiring Innovation Ben Swire Balance Book Group (October 2025) How to think creatively about thinking creatively I am a staunch advocate of what I characterize as &#8220;strategic reading&#8221; of business books. One of the most valuable tactics is to focus on a book&#8217;s subtitle.&#8230;</p>
<p>The post <a href="https://bobmorris.biz/safe-danger-a-book-review-by-bob-morris">Safe Danger: A Book Review by Bob Morris</a> first appeared on <a href="https://bobmorris.biz">Blogging on Business</a>.</p>]]></description>
										<content:encoded><![CDATA[<p><em><strong><img data-recalc-dims="1" loading="lazy" decoding="async" class="alignright size-thumbnail wp-image-88439" src="https://i0.wp.com/bobmorris.biz/wp-content/uploads/2025/11/Safe-Danger.jpg?resize=133%2C200&#038;ssl=1" alt="" width="133" height="200" srcset="https://i0.wp.com/bobmorris.biz/wp-content/uploads/2025/11/Safe-Danger.jpg?resize=133%2C200&amp;ssl=1 133w, https://i0.wp.com/bobmorris.biz/wp-content/uploads/2025/11/Safe-Danger.jpg?resize=300%2C453&amp;ssl=1 300w, https://i0.wp.com/bobmorris.biz/wp-content/uploads/2025/11/Safe-Danger.jpg?resize=500%2C755&amp;ssl=1 500w, https://i0.wp.com/bobmorris.biz/wp-content/uploads/2025/11/Safe-Danger.jpg?resize=768%2C1159&amp;ssl=1 768w, https://i0.wp.com/bobmorris.biz/wp-content/uploads/2025/11/Safe-Danger.jpg?w=994&amp;ssl=1 994w" sizes="auto, (max-width: 133px) 100vw, 133px" /><a href="https://www.amazon.com/Safe-Danger-Unexpected-Connection-Innovation/dp/0306833824/ref=sr_1_1?crid=11S1YRQLW1Y1A&amp;dib=eyJ2IjoiMSJ9.QvpEN8TjQGM98LzVH-PpVu5GpYbCEBHmU_lPc0-MCbblbnlxGsf_Jy8RpWiN2lrxgaX-qsC20j4zWeTbUOVVOTl8-qVY3mIh-SdwZBwpU_sGuB7BYxIPZYddBD4j-_W-Ra85skKDEHTxda9EBwU6cpe_1Y9wpm_wwu96zgHVKZa_ari0C3oPyMulgqM8X8jbJJU-ayPMEdt6zb7v4SjhDOYXVuZHWiGlq0--SH39RZw.rf7RgBCQZIO5-zVXvHV99eVz0pJxmfGWrDJ4EMEPemc&amp;dib_tag=se&amp;keywords=Safe+Danger&amp;qid=1762983111&amp;s=books&amp;sprefix=safe+danger%2Cstripbooks%2C110&amp;sr=1-1">Safe Danger</a></strong>: An Unexpected Method for Sparking Connection, Finding Purpose, and Inspiring Innovation</em><br />
Ben Swire<br />
Balance Book Group (October 2025)</p>
<p><b>How to think creatively about thinking creatively</b></p>
<p>I am a staunch advocate of what I characterize as &#8220;strategic reading&#8221; of business books. One of the most valuable tactics is to focus on a book&#8217;s subtitle. For example, in Safe Danger, Ben Swire provides &#8220;an unexpected method for sparking connection, finding purpose, and inspiring innovation.&#8221;</p>
<p>We soon realize that his book achieves separate but interdependent objectives:</p>
<p>o It thoroughly explains how to accelerate your personal growth and professional development. with a &#8220;paradoxical balance of opposing currents: safe danger. Risk, yes, but without serious consequences. Vulnerable, yes, but without feeling exposed. Seen, yes, but without feeling seen.&#8221;</p>
<p>o It also explains how you can help others to accelerate their own personal growth and professional development (i.e., family members, friends, colleagues at work). HOW? Swire thoroughly explains in this book.</p>
<p>Those who purchase a copy of Safe Danger will be delighted by Swire&#8217;s sense of humor that seems to have been influenced by Larry David, Mike Nichols and Elaine May, Daffy Duck, and members of Monty Python&#8217;s Flying Circus.</p>
<p>In or near the central business district of most major cities, there is a farmer&#8217;s market at which (at least pre-COVID) merchants would offer slices of fresh fruit as samples of their wares. In that same spirit, I now offer a selection of brief excerpts from Safe Danger that suggest the thrust and flavor of Swire&#8217;s creative mind:</p>
<p>&#8220;I&#8217;ve found that creative activities that provide what I call &#8216;safe danger&#8217; are the perfect tool to build productivity, purpose, bold thinking, resilience, collaboration, and community to prepare for the unknowns around the corner. Essentially, I use creative play to make the scary stuff more manageable. I think of creativity like oven mitts: It&#8217;s a safe way to manage dangerous material. My activities are not for learning about art; they&#8217;re for learning about each other through art. Empathy, not artistry.&#8221; (Page xv)</p>
<p>o Swire&#8217;s FIVE PRINCIPLES OF SAFETY (Pages 40-41)</p>
<p>1. Talent Agnosticism<br />
2. Low Stakes<br />
3. Decline with Dignity<br />
4. Give and Receive<br />
5. Everyone is Heard</p>
<p>Swire&#8217;s FIVE PRINCIPLES OF DANGER (41-42)</p>
<p>1. Skin in the Game<br />
2. Make the Familiar and Unfamiliar<br />
3. See the Forest and the Trees<br />
4. Facts + Fseelings<br />
5. The Why Behind the Why</p>
<p>o The KILLJOYS (65-67)</p>
<p>Inner Critic<br />
Taskmaster<br />
Perfectionist<br />
Nervius Nelly<br />
Control Freak<br />
Green Eyed Monster<br />
Protecting Pessimist</p>
<p>o The ANTI-KILLJOYS (65-68)</p>
<p>Love Your Enemies<br />
Inside Out<br />
Making Friends with The Opposite</p>
<p>* * *</p>
<p>&#8220;Creativity isn&#8217;t learned, it&#8217;s practiced. You need to walk its streets and learn your way around so that navigating it becomes second nature and you can always find your way back to where you want to live. Doing these activities is how you build that familiarity. When you live somewhere, you learn how to connect that place to all the other places you need to go.&#8221; (189)</p>
<p>I commend Swire on the quality and abundance of resources that are provided in Safe Danger. In Chapters Four to Ten, for example, they include rigorous discussions of accelerating productivity, inspiring joy,  pinpointing purpose, inspiring vulnerability, energizing bold thinking, inspiring curiosity, fostering resilience, inspiring optimism, fueling collaboration, building community, inspiring trust, preparing for the unknown, and inspiring creativity.</p>
<p>* * *</p>
<p>As I worked my way through Swire&#8217;s lively and eloquent narrative, I was again reminded of several observations that are directly relevant to a collective commitment to accelerating personal growth and professional development within a workplace culture.</p>
<p>First, from Theodore Roosevelt: &#8220;People won&#8217;t care how much you know until they know how much you care.&#8221;</p>
<p>&#8220;Life is either a daring adventure or nothing at all.&#8221; Helen Keller</p>
<p>&#8220;If you want to go fast, go alone. If you want to go far, go together.&#8221; African Proverb</p>
<p>&#8220;Always remember that you are absolutely unique. Just like everyone else.&#8221; Margaret Mead:</p>
<p>&#8220;If you&#8217;ve always done it that way, it&#8217;s probably wrong.&#8221; Charles Kettering:</p>
<p>And from Maya Angelou: &#8220;I&#8217;ve learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.&#8221;</p>
<p>Ben Swire provides a wealth of material (including creative activities) and explains a process that can help almost any individual or organization to increase and enrich their &#8220;productivity, purpose, bold thinking, resilience, collaboration, and community to prepare for the unknowns around the corner.&#8221;</p>
<p>Here in a single source, you and your organization have everything needed to create and then enrich a workplace culture within which high-impact communication, cooperation, and collaboration are most likely to thrive.</p>
<p>Safe Danger is a must-read for executives at all levels and in all areas,  whatever the given enterprise may be. It will be of greatest value to executives with direct reports entrusted to their care and supervision.</p>
<p>* * *</p>
<p>Here are two suggestions while you are reading Safe Danger: First, highlight key passages. Also,  perhaps in a lined notebook kept near-at-hand, record your comments, questions, and action steps (preferably with deadlines). Pay special attention to the set of &#8220;ACTIVITIES,&#8221; &#8220;EMPLEMENOTTOS: GOALS MADE VISIBLE&#8221; throughout Swire&#8217;s narrative and &#8220;HABIT BUILDER&#8221; suggestions that conclude each chapter.</p><p>The post <a href="https://bobmorris.biz/safe-danger-a-book-review-by-bob-morris">Safe Danger: A Book Review by Bob Morris</a> first appeared on <a href="https://bobmorris.biz">Blogging on Business</a>.</p>]]></content:encoded>
					
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		<title>Built on Purpose: A Book Review by Bob Morris</title>
		<link>https://bobmorris.biz/built-on-purpose-a-book-review-by-bob-morris</link>
					<comments>https://bobmorris.biz/built-on-purpose-a-book-review-by-bob-morris#respond</comments>
		
		<dc:creator><![CDATA[bob]]></dc:creator>
		<pubDate>Mon, 01 Dec 2025 07:02:46 +0000</pubDate>
				<category><![CDATA[Commentaries]]></category>
		<category><![CDATA[Betsy Fore]]></category>
		<category><![CDATA[Built on Purpose [colon] Discover Your Deep Inner Why and Manifest the Business of Your Dreams]]></category>
		<category><![CDATA[Harper Business [forward slash]  An Imprint of Harper [forward slash] Collins]]></category>
		<guid isPermaLink="false">https://bobmorris.biz/?p=88476</guid>

					<description><![CDATA[<p>Built on Purpose: Discover Your Deep Inner Why and Manifest the Business of Your Dreams Betsy Fore Harper Business/An Imprint of Harper/Collins (November 2025) &#8220;Vision without execution is hallucination.&#8221; Thomas Edison I agree with Edison. It is also true that execution without purpose is delusion. Simon Sinek suggests, when pursuing a strategic objective: &#8220;Focus on&#8230;</p>
<p>The post <a href="https://bobmorris.biz/built-on-purpose-a-book-review-by-bob-morris">Built on Purpose: A Book Review by Bob Morris</a> first appeared on <a href="https://bobmorris.biz">Blogging on Business</a>.</p>]]></description>
										<content:encoded><![CDATA[<p><em><strong><img data-recalc-dims="1" loading="lazy" decoding="async" class="alignright size-thumbnail wp-image-88478" src="https://i0.wp.com/bobmorris.biz/wp-content/uploads/2025/11/Built-on.jpg?resize=133%2C200&#038;ssl=1" alt="" width="133" height="200" srcset="https://i0.wp.com/bobmorris.biz/wp-content/uploads/2025/11/Built-on.jpg?resize=133%2C200&amp;ssl=1 133w, https://i0.wp.com/bobmorris.biz/wp-content/uploads/2025/11/Built-on.jpg?resize=300%2C450&amp;ssl=1 300w, https://i0.wp.com/bobmorris.biz/wp-content/uploads/2025/11/Built-on.jpg?resize=500%2C750&amp;ssl=1 500w, https://i0.wp.com/bobmorris.biz/wp-content/uploads/2025/11/Built-on.jpg?resize=768%2C1152&amp;ssl=1 768w, https://i0.wp.com/bobmorris.biz/wp-content/uploads/2025/11/Built-on.jpg?w=1000&amp;ssl=1 1000w" sizes="auto, (max-width: 133px) 100vw, 133px" /><a href="https://www.amazon.com/Built-Purpose-Discover-Manifest-Business/dp/0063414848/ref=sr_1_1?crid=GVMBT6MF8KQY&amp;dib=eyJ2IjoiMSJ9.5QX9IL8EJNWFCXTZ29UCu6u67pFMn3IZE857qxMq5azw-UlnLbdg3cVgZ0HXkBkVajg0WaIAxm4R7GfdeqJGiM731Kte7S31VZRUEr_PLMtAiFUTgmS4lFjlDv2LUWkC9c-IrXzkiRuRGed4CFO_pERssGg7g1sFX0GBVH9ziAQDRZBsqSBbrcNkpt5A4elzp_I_-gRnwWGQDUXVxgnnJvHOggdz8jPKPoP0CPCMbV8.4L7OsKB6YquKcJFpU8Ovuhbvz7jab9jmekLeuS8RYN8&amp;dib_tag=se&amp;keywords=built+on+purpose&amp;qid=1763069828&amp;s=books&amp;sprefix=built+on+purpose%2Cstripbooks%2C85&amp;sr=1-1">Built on Purpose</a></strong>: Discover Your Deep Inner Why and Manifest the Business of Your Dreams</em><br />
Betsy Fore<br />
Harper Business/An Imprint of Harper/Collins (November 2025)</p>
<p><b>&#8220;Vision without execution is hallucination.&#8221; </b>Thomas Edison</p>
<p>I agree with Edison.</p>
<p>It is also true that execution without purpose is delusion.</p>
<p>Simon Sinek suggests, when pursuing a strategic objective: &#8220;Focus on long-term success, but be willing to make short-term adjustments to get there. For a Cause to be just, it must be durable, resilient, and timeless. Leadership is not a license to do less. Leadership is a responsibility to do <em>more</em>. Pure pragmatism can’t imagine a bold future. Pure idealism can’t get anything done. It’s when the two cooperate that magic happens. Communication is not about saying what we think. Communication is about ensuring others hear what we mean. It is a luxury to put our interests first. It is an honor to put the interests of others before our own.</p>
<p>And when building relationships to support those efforts: &#8220;Communication is not about saying what we think. Communication is about ensuring others hear what we mean. It is a luxury to put our interests first. It is an honor to put the interests of others before our own. Work ethic is giving great effort to complete a task. Passion is giving great effort to advance a Cause. When an idea is so fantastic, stop talking about it and do it. A leader must be inspired by people before a leader can inspire people. When the incentives offered prioritize growth over stability, we successfully build large, unstable organizations. Stop looking for a course of action and instead become obsessed with understanding the (causes) of action that achieves success.&#8221;</p>
<p>To what does the title of this book refer? My opinion is that Betsy Fore wrote Built on Purpose to share the most valuable lessons she has learned about how to discover and nourish, indeed strengthen the dreams all of us have. And to make those dreams become a reality one project at a time with collective effort.</p>
<p>She clearly agrees with Sinek. She  &#8212; and I wholly agree with both of them &#8212; that every effort to achieve anything of great value must be driven by a &#8220;deep inner why&#8221; (DIW). That is, have a clear, compelling vision of the given objective (i.e. &#8220;dream&#8221;), refine your purpose, develop a &#8220;manifest mindset,&#8221; assemble the assistance and support you need, and then activate the quest.</p>
<p>With regard to the aforementioned &#8220;manifest mindset,&#8221; Roxie Nafousi recommends five practices to develop it:</p>
<p>o Meditation<br />
o Tapping (EFT: emotional freedom technique)<br />
o Tapping and Manifesting<br />
o Internal Family Systems<br />
o Breath Work</p>
<p>Fore discusses all this in detail in Chapter 3 (Pages 65-68)</p>
<p>She thoroughly examines is a step-by-step approach best viewed as a journey from vague but appealing images to a crystal-clear destination. These are among the lessons to be learned, included within Built on Purpose&#8217;s lively narrative.</p>
<p>Each is prefaced here by a HOW TO:</p>
<p>o Cultivate a manifesting mindset<br />
o Disc0verv and anchor your DEEP Inner Why through the DIW Values Exercise (Page 36)<br />
o Strengthen your energetic ethos using meditation, EFT, and breath work<br />
o Pototype from a service mindset<br />
o Use your three Ws &#8212; Why Me? Why You? Why Now? &#8212; to create a verbal pitch that lights people up<br />
o Make adversity a great strength</p>
<p>o Focus on talent development as you scale<br />
o Leverage your three prosperity principles<br />
o Use your story to connect with your consumers powerfully and authentically<br />
o Find your &#8220;locksmith&#8221; moment through struggle, search, and selection<br />
o Live from your DIW, not just design and sell from it<br />
o Plan your exit strategy, the art of letting go</p>
<p>These are Betsy Fore&#8217;s concluding thoughts:</p>
<p>&#8220;The creator in all of us allows our lives to serve as a beacon of light across the sea. don&#8217;t dim your light. Sine on. The universe is willing and waiting for you to build and manifest your wildest dreams.&#8221;</p>
<p>Consider this observation by Helen Keller: &#8220;Life is to be lived as a magnificent adventure, or not at all.&#8221;</p>
<p>Creative, inventive thinking requires carefully developed imagination. That endless process requires a sense of purpose, curiosity, self-discipline, resilience, tenacity, and patience.</p>
<p>You have three options:</p>
<p>Dream on and do nothing<br />
Read/re-read  <em><strong>Built on Purpose</strong></em> and become a builder<br />
And then assist other builders</p>
<p>Your call.</p><p>The post <a href="https://bobmorris.biz/built-on-purpose-a-book-review-by-bob-morris">Built on Purpose: A Book Review by Bob Morris</a> first appeared on <a href="https://bobmorris.biz">Blogging on Business</a>.</p>]]></content:encoded>
					
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		<title>Agentic AI: Nine Essential Questions</title>
		<link>https://bobmorris.biz/agentic-ai-nine-essential-questions</link>
					<comments>https://bobmorris.biz/agentic-ai-nine-essential-questions#respond</comments>
		
		<dc:creator><![CDATA[bob]]></dc:creator>
		<pubDate>Sun, 30 Nov 2025 09:22:43 +0000</pubDate>
				<category><![CDATA[Commentaries]]></category>
		<category><![CDATA[Agentic AI [colon] Nine Essential Questions]]></category>
		<category><![CDATA[Getty Images]]></category>
		<category><![CDATA[Laurianne McLaughlin]]></category>
		<guid isPermaLink="false">https://bobmorris.biz/?p=88454</guid>

					<description><![CDATA[<p>Here is an excerpt from an article written by  Laurianne McLaughlin for MIT Sloan Management Review. To read the complete article, check out others, sign up for email alerts, and obtain subscription information, please click here. Illustration Credit:  Getty Images * * * How does agentic AI work? What can it do for your organization?&#8230;</p>
<p>The post <a href="https://bobmorris.biz/agentic-ai-nine-essential-questions">Agentic AI: Nine Essential Questions</a> first appeared on <a href="https://bobmorris.biz">Blogging on Business</a>.</p>]]></description>
										<content:encoded><![CDATA[<p><img data-recalc-dims="1" loading="lazy" decoding="async" class="alignright size-medium wp-image-88462" src="https://i0.wp.com/bobmorris.biz/wp-content/uploads/2025/11/Agentic.jpg?resize=300%2C200&#038;ssl=1" alt="" width="300" height="200" srcset="https://i0.wp.com/bobmorris.biz/wp-content/uploads/2025/11/Agentic.jpg?resize=300%2C200&amp;ssl=1 300w, https://i0.wp.com/bobmorris.biz/wp-content/uploads/2025/11/Agentic.jpg?resize=500%2C333&amp;ssl=1 500w, https://i0.wp.com/bobmorris.biz/wp-content/uploads/2025/11/Agentic.jpg?resize=175%2C117&amp;ssl=1 175w, https://i0.wp.com/bobmorris.biz/wp-content/uploads/2025/11/Agentic.jpg?resize=768%2C512&amp;ssl=1 768w, https://i0.wp.com/bobmorris.biz/wp-content/uploads/2025/11/Agentic.jpg?w=1290&amp;ssl=1 1290w" sizes="auto, (max-width: 300px) 100vw, 300px" />Here is an excerpt from an article written by  <strong>Laurianne McLaughlin</strong> for <em>MIT Sloan Management Review</em><span style="font-size: 16px;">. To read the complete article, check out others, sign up for email alerts, and obtain subscription information, please click </span><strong style="font-size: 16px;"><a href="https://hbr.org/">here</a></strong><span style="font-size: 16px;">.</span></p>
<p>Illustration Credit:  Getty Images</p>
<p>* * *</p>
<header class="article-header">
<h4 class="article-header__deck">How does agentic AI work? What can it do for your organization? What security issues should be on your radar screen? Catch up on key information from <cite>MIT SMR</cite> experts.</h4>
</header>
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<div class="best-articles best-articles--numbered">
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<h4 class="best-articles__title">What to Read Next</h4>
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<li class="best-articles__article"><a id="cXLinkIdmhxnq4bcu7r95tro" class="cx-item cx-main best-articles__article-link" title="The Case for Quiet Corporate Activism" href="https://sloanreview.mit.edu/article/the-case-for-quiet-corporate-activism/" target="_top">The Case for Quiet Corporate Activism</a></li>
<li class="best-articles__article"><a id="cXLinkIdmhxnq4bcduo0alp5" class="cx-item cx-main best-articles__article-link" title="How Leaders Fight Back Against Overwork | Melissa Swift" href="https://sloanreview.mit.edu/article/how-leaders-fight-back-against-overwork/" target="_top">How Leaders Fight Back Against Overwork | Melissa Swift</a></li>
</ol>
</div>
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</div>
<aside class="article-ad ad-300 ad-300x250 ad-desktop"></aside>
<p><span class="smr-leadin">In January, <cite>MIT SMR</cite> columnists</span> Thomas H. Davenport and Randy Bean <a href="https://sloanreview.mit.edu/article/five-trends-in-ai-and-data-science-for-2025/">predicted that agentic AI</a> would be “a sure bet for 2025’s ‘most trending AI trend.’ ” They called that one correctly.</p>
<p>“Agentic AI seems to be on an inevitable rise: Everybody in the tech vendor and analyst worlds is excited about the prospect of having AI programs collaborate to do real work instead of just generating content, even though nobody is entirely sure how it will all work,” they noted.</p>
<p>That’s still true, almost a year later. Agentic AI continues to capture the imaginations of leaders and the hopes of tech vendors. Yet much of the discussion around AI agents is hypothetical, and most corporate work remains in the early-experimentation stage. Even OpenAI cofounder Andrej Karpathy recently <a href="https://www.businessinsider.com/andrej-karpathy-ai-agents-timelines-openai-2025-10" target="_blank" rel="noopener" aria-label="declared (external link from www.businessinsider.com)">declared</a> that it may take 10 years for AI agents to work well.</p>
<p>While market watchers are beginning to <a href="https://www.bloomberg.com/news/features/2025-10-07/openai-s-nvidia-amd-deals-boost-1-trillion-ai-boom-with-circular-deals" target="_blank" rel="noopener" aria-label="raise concerns about the circular nature (external link from www.bloomberg.com)">raise concerns about the circular nature</a> of the deals fueling the AI economy, many corporate leaders are nonetheless feeling significant pressure to figure out how to innovate using AI — especially agentic AI.</p>
<p>With all the hype about agentic, however, it can be tough to sort through the facts. Do you have a clear picture of what agentic AI does? Of how software agents communicate? Of what the technology’s limitations are? Here, we briefly answer some key questions about agentic AI technology, using excerpts from two recent <cite>MIT SMR</cite> articles, <a href="https://sloanreview.mit.edu/article/agentic-ai-at-scale-redefining-management-for-a-superhuman-workforce/">“Agentic AI at Scale: Redefining Management for a Superhuman Workforce”</a> and <a href="https://sloanreview.mit.edu/article/agentic-ai-security-essentials/">“Three Agentic AI Security Essentials.”</a> Let our expert researchers and practitioners get you up to speed. Let’s delve into it.</p>
<div id="hbspt-form-1763052142000-0174281574" class="hbspt-form news-signup-47405" data-hs-forms-root="true">
<form id="hsForm_a2146094-d208-4277-88fb-f3259bbe2b7f" class="hs-form-private hsForm_a2146094-d208-4277-88fb-f3259bbe2b7f hs-form-a2146094-d208-4277-88fb-f3259bbe2b7f hs-form-a2146094-d208-4277-88fb-f3259bbe2b7f_57ac9f56-ac23-4be1-80e7-98078af235ae hs-form stacked" accept-charset="UTF-8" action="https://forms.hsforms.com/submissions/v3/public/submit/formsnext/multipart/45260997/a2146094-d208-4277-88fb-f3259bbe2b7f" enctype="multipart/form-data" method="POST" novalidate="" target="target_iframe_a2146094-d208-4277-88fb-f3259bbe2b7f" data-instance-id="57ac9f56-ac23-4be1-80e7-98078af235ae" data-form-id="a2146094-d208-4277-88fb-f3259bbe2b7f" data-portal-id="45260997" data-test-id="hsForm_a2146094-d208-4277-88fb-f3259bbe2b7f">
<div class="hs_email hs-email hs-fieldtype-text field hs-form-field">[Here are the first four essential questions,]</div>
</form>
</div>
<h3>1. What are AI agents?</h3>
<p>“Although there is no agreed-upon definition, <em>agentic AI</em> generally refers to AI systems that are capable of pursuing goals autonomously by making decisions, taking actions, and adapting to dynamic environments without constant human oversight. According to <a href="https://aiagentindex.mit.edu/" target="_blank" rel="noopener" aria-label="MIT’s AI Agent Index (external link from aiagentindex.mit.edu)">MIT’s AI Agent Index</a>, deployment of these systems is increasing across fields like software engineering and customer service despite limited transparency about their technical components, intended uses, and safety.”</p>
<p>“AI agents — powered by large language models (LLMs) — are no longer futuristic concepts. Agentic AI tools are working alongside humans, automating workflows, making decisions, and helping teams achieve strategic outcomes across businesses.”</p>
<h3>2. How do AI agents differ from other AI tools?</h3>
<p>“Unlike older AI applications that operate within narrowly defined boundaries, like chatbots, search assistants, or recommendation engines, AI agents are designed for autonomy.”</p>
<h3>3. Do companies see tangible ROI from agentic AI investments?</h3>
<p>“Among companies achieving enterprise-level value from AI, those posting strong financial performance and operational efficiency are 4.5 times more likely to have invested in agentic architectures, according to <a href="https://www.accenture.com/us-en/insights/pulse-of-change" target="_blank" rel="noopener" aria-label="Accenture’s quarterly Pulse of Change surveys (external link from www.accenture.com)">Accenture’s quarterly Pulse of Change surveys</a> fielded from October to December 2024. (This research included 3,450 C-suite leaders and 3,000 non-C-suite employees from organizations with revenues greater than $500 million, in 22 industries and 20 countries.) These businesses are no longer experimenting with AI agents; they are scaling the work.”</p>
<h3>4. How do AI agents communicate to get work done?</h3>
<p>“AI agents operate in dynamic, interconnected technology environments. They engage with application programming interfaces (APIs), access a company’s core data systems, and traverse cloud and legacy infrastructure and third-party platforms. An AI agent’s ability to act independently is an asset only if companies are confident that those actions will be secure, compliant, and aligned with business intent.”</p>
</div>
<p>* * *</p>
<p>Here is a direct <a href="https://sloanreview.mit.edu/article/agentic-ai-nine-essential-questions/"><strong>link</strong></a> to the complete article.</p>
<p><strong>Laurianne McLaughlin</strong> is senior editor, digital, at MIT Sloan Management Review.</p>
<h4></h4><p>The post <a href="https://bobmorris.biz/agentic-ai-nine-essential-questions">Agentic AI: Nine Essential Questions</a> first appeared on <a href="https://bobmorris.biz">Blogging on Business</a>.</p>]]></content:encoded>
					
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		<title>CEO Ready: A Book Review by Bob Morris</title>
		<link>https://bobmorris.biz/11-25-25-ceo-ready-a-book-review-by-bob-morris</link>
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		<dc:creator><![CDATA[bob]]></dc:creator>
		<pubDate>Sat, 29 Nov 2025 11:47:38 +0000</pubDate>
				<category><![CDATA[Book Reviews]]></category>
		<category><![CDATA[Business Review Press]]></category>
		<category><![CDATA[Byron Loflin]]></category>
		<category><![CDATA[CEO Ready [colon] What You Need to Know to Earn the Job  and Keep the Job]]></category>
		<category><![CDATA[Mark Thompson]]></category>
		<category><![CDATA[Marshall Goldsmith]]></category>
		<guid isPermaLink="false">https://bobmorris.biz/?p=88133</guid>

					<description><![CDATA[<p>CEO Ready: What You Need to Know to Earn the Job &#8212; and Keep the Job Mark Thompson and Byron Loflin Business Review Press (November 2025) How do you measure up as an executive? Do you know? The last time I checked, the average tenure of a CEO has decreased to about 5-7 years while&#8230;</p>
<p>The post <a href="https://bobmorris.biz/11-25-25-ceo-ready-a-book-review-by-bob-morris">CEO Ready: A Book Review by Bob Morris</a> first appeared on <a href="https://bobmorris.biz">Blogging on Business</a>.</p>]]></description>
										<content:encoded><![CDATA[<p><em><strong><img data-recalc-dims="1" loading="lazy" decoding="async" class="alignright size-thumbnail wp-image-88134" src="https://i0.wp.com/bobmorris.biz/wp-content/uploads/2025/10/CEOBReady.jpg?resize=133%2C200&#038;ssl=1" alt="" width="133" height="200" srcset="https://i0.wp.com/bobmorris.biz/wp-content/uploads/2025/10/CEOBReady.jpg?resize=133%2C200&amp;ssl=1 133w, https://i0.wp.com/bobmorris.biz/wp-content/uploads/2025/10/CEOBReady.jpg?resize=300%2C451&amp;ssl=1 300w, https://i0.wp.com/bobmorris.biz/wp-content/uploads/2025/10/CEOBReady.jpg?resize=500%2C752&amp;ssl=1 500w, https://i0.wp.com/bobmorris.biz/wp-content/uploads/2025/10/CEOBReady.jpg?resize=768%2C1155&amp;ssl=1 768w, https://i0.wp.com/bobmorris.biz/wp-content/uploads/2025/10/CEOBReady.jpg?w=997&amp;ssl=1 997w" sizes="auto, (max-width: 133px) 100vw, 133px" /></strong></em><em><br />
</em></p>
<p><em><strong><a href="https://www.amazon.com/CEO-Ready-What-Need-Job/dp/B0DS47N5PR/ref=sr_1_1?crid=1LWF3FNFCD9NY&amp;dib=eyJ2IjoiMSJ9.9htIb_FHi4NvtCqju84znVqy7cbwx4tIV3SOPoBlMoEUHtOlwir-8CHObLWwp5LPnBsEbv2XQpBiuE4IEUUgP_FYFqhQ73jqFpp2VRx1GtPDmG76zIoALo9hSk5gDIoqoSN3SkgJCyAxKq0DwBTGGczvWmGRJQa4FmkYg3HdV6rBxExZpm9-BDhRtAUy0iBYcSPnyIeOVM0fkwbJi3-V8PBMMr5uFbC83kJCDynv_Rc.JxP0CWzixH-1NxbzWqsThWCu1FKR1oRWSC7_ENhOc0c&amp;dib_tag=se&amp;keywords=CEO+Ready&amp;qid=1761451537&amp;s=books&amp;sprefix=ceo+ready%2Cstripbooks%2C83&amp;sr=1-1">CEO Ready</a></strong>: What You Need to Know to Earn the Job &#8212; and Keep the Job</em><br />
Mark Thompson and Byron Loflin<br />
Business Review Press (November 2025)</p>
<p><b>How do you measure up as an executive? Do you know?</b></p>
<p>The last time I checked, the average tenure of a CEO has decreased to about 5-7 years while the value of a co-called &#8220;golden parachute&#8221; for a CEO has increased substantially. The position seems to be an &#8220;endangered species.&#8221; It&#8217;s true: Not everyone aspires to be a CEO or a C-level executive. But for those who do&#8230;.</p>
<p>The title of one of Marshall Goldsmith&#8217;s books asserts that &#8220;what got you here won&#8217;t get you there.&#8221; I agree and take it a step further: What got you here won&#8217;t even allow you to remain here, however and wherever you define &#8220;here&#8221; and &#8220;there.&#8221;</p>
<p>In the Foreword to <em><strong>CEO Ready</strong></em>, Goldsmith makes several key points. Here are two:</p>
<p>&#8220;Becoming CEO is not about achieving [begin italics] your [end italics] definition of the most qualified candidate. It&#8217;s about building the confidence of the decision-makers based on [begin italics]  their [end italics] criteria, not  yours.&#8221;</p>
<p>Goldxsxmigh then suggests that Mark  Thompson and Byron Loflin have created &#8220;a playbook that is more than just a guide to becoming CEO; it is a comprehensive resource for anyone aspiring to get promoted. With Mark and Byron&#8217;s combined expertise, you are in the best possible hands to prepare for and succeed in the biggest job of your life.&#8221;</p>
<p>Here specifically is some of the most valuable material that Thompson and Loflin provide in <em><strong>CEO Ready</strong></em>:</p>
<p><strong>A Self-Assessment Exercise </strong>(Pages 183-184)</p>
<p>1. Are you reading the signals in your employee data to energize your team and build your reputation as a credible, inspiring leader?</p>
<p>2. How well do you understand your customers as they face times of uncertainty?</p>
<p>3. Are you anchored enough to honor the people and culture that got you here?</p>
<p>4. Can you reinvent what must change while preserving what works?</p>
<p>5. Do you know which cultural elements to protect and which ones must evolve?</p>
<p>6. Do you know the fewest, most powerful forces that will drive change?</p>
<p>7. Are you ready for the spotlight? The scrutiny?</p>
<p><strong>Commonly Used Diagnostic Tools and Approaches</strong> (205-208)</p>
<p>o<strong> </strong>Competency assessments<br />
o 360-degree feedback assessments<br />
o In-depth behavioral interviews<br />
o Case studies and simulations<br />
o Leadership assessment centers<br />
o Reference and background checks<br />
o Specific-diagnostic tools<br />
o Psycvhometric testing</p>
<p><strong>Assessment Frameworks </strong>(209-215)</p>
<p>Four categories</p>
<p>1. Leadership style and effectiveness<br />
2. Personality and behavioral insights<br />
3. Conflict and change management<br />
4. Team dynamics</p>
<p><strong>Recruitment Firm Assessments </strong>(217-231)</p>
<p>o Egon Zehnder<br />
o Spencer Stuart<br />
o Korn Ferry</p>
<p>Mark Thompson and Byron Loflin discuss each of these tools and approaches, assessment frameworks, recruiting firm assessments, and self-assessment questions so that you will be well-prepared to seek and then keep whatever the given job may be.</p>
<p>* * *</p>
<p>It&#8217;s true: Not everyone aspires to be a CEO or a C-level executive but <em><strong>CEO Ready</strong></em> is nonetheless a must-read for both female and male executives &#8212; <em>at any level of almost any organization</em> &#8212; if they want to accelerate their personal growth (e.g. nourishing empathy) and professional development (e.g. AI collaboration skills).</p>
<p><em><strong>CEO Ready</strong></em> is a brilliant achievement. Bravo!</p><p>The post <a href="https://bobmorris.biz/11-25-25-ceo-ready-a-book-review-by-bob-morris">CEO Ready: A Book Review by Bob Morris</a> first appeared on <a href="https://bobmorris.biz">Blogging on Business</a>.</p>]]></content:encoded>
					
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		<title>What you may not already know about John Huston</title>
		<link>https://bobmorris.biz/what-you-may-not-already-know-know-about-john-huston</link>
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		<dc:creator><![CDATA[bob]]></dc:creator>
		<pubDate>Fri, 28 Nov 2025 12:13:46 +0000</pubDate>
				<category><![CDATA[Uncategorized]]></category>
		<category><![CDATA[IMDb]]></category>
		<category><![CDATA[What you may not already know know about John Huston]]></category>
		<guid isPermaLink="false">https://bobmorris.biz/?p=88554</guid>

					<description><![CDATA[<p>I am grateful to the International Movie Data Base (IMDb) for the abundance of resources it provides about the entertainment industry. For example, about a multiple Academy Award Winner,  John Huston. * * * A licensed pilot&#8211;and a prankster. He once flew over a golf course during a celebrity tournament and dropped 5,000 ping-pong balls&#8230;</p>
<p>The post <a href="https://bobmorris.biz/what-you-may-not-already-know-know-about-john-huston">What you may not already know about John Huston</a> first appeared on <a href="https://bobmorris.biz">Blogging on Business</a>.</p>]]></description>
										<content:encoded><![CDATA[<p><img data-recalc-dims="1" loading="lazy" decoding="async" class="alignright size-thumbnail wp-image-88559" src="https://i0.wp.com/bobmorris.biz/wp-content/uploads/2025/11/MV5BMmMzZDgxZDgtMmNlNS00OWY2LWEwNDEtZGM4ODg4NTQ4NjRhXkEyXkFqcGc%40._V1_QL75_UX292_.jpg?resize=134%2C200&#038;ssl=1" alt="" width="134" height="200" srcset="https://i0.wp.com/bobmorris.biz/wp-content/uploads/2025/11/MV5BMmMzZDgxZDgtMmNlNS00OWY2LWEwNDEtZGM4ODg4NTQ4NjRhXkEyXkFqcGc%40._V1_QL75_UX292_.jpg?resize=134%2C200&amp;ssl=1 134w, https://i0.wp.com/bobmorris.biz/wp-content/uploads/2025/11/MV5BMmMzZDgxZDgtMmNlNS00OWY2LWEwNDEtZGM4ODg4NTQ4NjRhXkEyXkFqcGc%40._V1_QL75_UX292_.jpg?w=292&amp;ssl=1 292w" sizes="auto, (max-width: 134px) 100vw, 134px" />I am grateful to the International Movie Data Base (<a href="https://www.imdb.com/"><strong>IMDb</strong></a>) for the abundance of resources it provides about the entertainment industry. For example, about a multiple Academy Award Winner,  <strong>John Huston</strong>.</p>
<p>* * *</p>
<p>A licensed pilot&#8211;and a prankster. He once flew over a golf course during a celebrity tournament and dropped 5,000 ping-pong balls on the players.</p>
<p>He is the only person to have ever directed a parent (Walter Huston) and a child (Anjelica Huston) to Academy Award wins.</p>
<p>His best friend Humphrey Bogart nicknamed Huston &#8220;Double Ugly&#8221; and &#8220;The Monster.&#8221;</p>
<p>He and his father Walter Huston are the first Oscar-winning father-son couple. They are also the first father-son couple to be Oscar-nominated the same year (1941) and the first to win the same year (1949).</p>
<p>Once described Charles Bronson as &#8220;a grenade with the pin pulled.&#8221;</p>
<p>His WW II documentary <em><strong>Let There Be Light</strong></em> (1980) was one of the first films, if not the first film, to deal with the issue of Post-Traumatic Stress Disorder (PTSD, called &#8220;shell shock&#8221; at the time) of soldiers returning from the war. Huston actually said that &#8220;If I ever do a movie that glorifies war, somebody shoot me.&#8221;</p>
<p>He based the documentary on his frontline experiences covering the European war and what he saw soldiers go through during and returning from the war.</p>
<p>Directed 15 different actors in Oscar-nominated performances: Sydney Greenstreet, Walter Huston, Claire Trevor, Sam Jaffe, Humphrey Bogart, Katharine Hepburn, José Ferrer, Colette Marchand, Deborah Kerr, Grayson Hall, Susan Tyrrell, Albert Finney, Anjelica Huston, Jack Nicholson and William Hickey. Bogart and Trevor won Oscars for their performances, as did Huston&#8217;s father Walter Huston and daughter Anjelica Huston.</p>
<p>After he and wife Ricki separated, she became pregnant by another man. When she died, Huston brought her daughter, Allegra Huston, to live with him and adopted her.</p>
<p>Ava Gardner was quoted as saying that her three films with Huston were &#8220;the only joy and fun I&#8217;ve ever had working in motion pictures.&#8221;</p>
<p>Late in his life he was invited to the Ronald Reagan White House for lunch (along with 20 or more other people, well-known in a variety of fields). The hostess for the occasion was the First Lady herself, Nancy Davis, who had known Huston slightly many years earlier because her stepfather, Dr. Loyal Davis, was Huston&#8217;s doctor. Although he was an outspoken Democrat, Huston attended the lunch and was the soul of tact and charm until Mrs. Reagan asked him if he didn&#8217;t think that her husband had turned out to be an even better President than everyone had expected. Smiling sweetly and still exuding the utmost affability, Huston replied, &#8220;Worse, my dear&#8211;far, FAR worse!&#8221; Mrs. Reagan&#8217;s response is not recorded, but it was Huston&#8217;s last visit to the White House.</p>
<p>Was amateur lightweight boxing champion of California.</p>
<p>Was known to have a mean streak when handling actors, and reportedly irritated John Wayne (who was slightly taller than Huston and much more massive) so much while filming The Barbarian and the Geisha (1958) that Wayne lost his temper and punched Huston, knocking him out cold.</p>
<p>Daughter Anjelica Huston was born while he was shooting <em><strong>The African Queen</strong></em> (1951) in Africa. He received the news of her birth by telegram.</p>
<p>He directed his father Walter Huston in three films: <em><strong>The Maltese Falcon</strong></em> (1941), <em><strong>In This Our Life</strong></em> (1942) and <em><strong>The Treasure of the Sierra Madre</strong></em> (1948)<br />
Accidentally struck and killed a Hollywood dancer, Tosca Roulien, while driving on Sunset Boulevard on September 25, 1933. Walter Huston appealed to MGM studio boss Louis B. Mayer to use his influence with the LAPD regarding any questions of alcohol being involved. A subsequent inquest absolved Huston of any blame for the accident.</p>
<p>He and Orson Welles were good friends from the 1940s to Welles&#8217; death in 1985. Both men coincidentally made their spectacular debut as directors in 1941 (Welles with<em><strong> Citizen Kane</strong></em> (1941) and Huston with <em><strong>The Maltese Falcon</strong></em> (1941)). Both would eventually be directed by the other: Huston played in <em><strong>The Other Side of the Wind</strong> </em>(2018) and Welles in <em><strong>Moby Dick</strong></em> (1956) and <em><strong>The Roots of Heaven</strong></em>, and<strong> <em>The Kremlin Letter.</em></strong></p>
<section class="ipc-page-background ipc-page-background--baseAlt sc-2fb918b7-0 kbBJjv atf-background-theme-dark" data-testid="atf-wrapper-bg">
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<div class="sc-b0a8442-4 CxHLJ">* * *</div>
</section>
</section>
</div>
</section>
<p>To learn more about <strong>John Huston</strong>&#8216;s life and work, please click <a href="https://www.imdb.com/name/nm0001379/?ref_=fn_t_1"><strong>here</strong></a>.</p><p>The post <a href="https://bobmorris.biz/what-you-may-not-already-know-know-about-john-huston">What you may not already know about John Huston</a> first appeared on <a href="https://bobmorris.biz">Blogging on Business</a>.</p>]]></content:encoded>
					
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		<title>Fun Facts About Thanksgiving</title>
		<link>https://bobmorris.biz/fun-facts-about-thanksgiving</link>
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		<dc:creator><![CDATA[bob]]></dc:creator>
		<pubDate>Thu, 27 Nov 2025 12:42:11 +0000</pubDate>
				<category><![CDATA[Commentaries]]></category>
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					<description><![CDATA[<p>Happy Thanksgiving! As our marching bands prepare to take to the streets of our cities as part of the Thanksgiving Day Parade, I decided to dig up a few fun facts about Thanksgiving! Do you know what was served at the first Thanksgiving? How about how many calories are consumed on average on Thanksgiving Day?&#8230;</p>
<p>The post <a href="https://bobmorris.biz/fun-facts-about-thanksgiving">Fun Facts About Thanksgiving</a> first appeared on <a href="https://bobmorris.biz">Blogging on Business</a>.</p>]]></description>
										<content:encoded><![CDATA[<h2><img data-recalc-dims="1" loading="lazy" decoding="async" class="aligncenter size-large wp-image-88600" src="https://i0.wp.com/bobmorris.biz/wp-content/uploads/2025/11/Thanksgiving.webp?resize=500%2C375&#038;ssl=1" alt="" width="500" height="375" srcset="https://i0.wp.com/bobmorris.biz/wp-content/uploads/2025/11/Thanksgiving.webp?resize=500%2C375&amp;ssl=1 500w, https://i0.wp.com/bobmorris.biz/wp-content/uploads/2025/11/Thanksgiving.webp?resize=300%2C225&amp;ssl=1 300w, https://i0.wp.com/bobmorris.biz/wp-content/uploads/2025/11/Thanksgiving.webp?resize=175%2C131&amp;ssl=1 175w, https://i0.wp.com/bobmorris.biz/wp-content/uploads/2025/11/Thanksgiving.webp?resize=768%2C576&amp;ssl=1 768w, https://i0.wp.com/bobmorris.biz/wp-content/uploads/2025/11/Thanksgiving.webp?resize=1536%2C1152&amp;ssl=1 1536w, https://i0.wp.com/bobmorris.biz/wp-content/uploads/2025/11/Thanksgiving.webp?w=1920&amp;ssl=1 1920w" sizes="auto, (max-width: 500px) 100vw, 500px" /></h2>
<h2>Happy Thanksgiving!</h2>
<p>As our marching bands prepare to take to the streets of our cities as part of the Thanksgiving Day Parade, I decided to dig up a few fun facts about Thanksgiving! Do you know what was served at the first Thanksgiving? How about how many calories are consumed on average on Thanksgiving Day?</p>
<p><strong>Here are nine fun facts about Thanksgiving to share around the dinner table:</strong></p>
<ol>
<li>The first Thanksgiving was celebrated in 1621 over a three-day harvest festival. It included 50 Pilgrims, 90 Wampanoag Indians, and lasted three days. It is believed by historians that only five women were present</li>
<li>Turkey wasn’t on the menu at the first Thanksgiving. Venison, duck, goose, oysters, lobster, eel, and fish were likely served, alongside pumpkins and cranberries (but not pumpkin pie or cranberry sauce!).</li>
<li>Abraham Lincoln proclaimed Thanksgiving a national holiday on October 3, 1863. Sarah Josepha Hale, the woman who wrote “Mary Had A Little Lamb,” convinced Lincoln to make Thanksgiving a national holiday after writing letters for 17 years.</li>
<li>The history of U.S. presidents pardoning turkeys is patchy. Harry Truman is often credited with being the first president to pardon a turkey, but that’s not quite true. He was the first to receive a ceremonial turkey from the National Turkey Federation – and he had it for dinner. John F. Kennedy was the first to let a Thanksgiving turkey go, followed by Richard Nixon who sent his turkey to a petting zoo. George H.W. Bush is the president who formalized the turkey pardoning tradition in 1989.</li>
<li>There are four towns in the United States named “Turkey.” They can be found in Arizona, Texas, Louisiana, and North Carolina.</li>
<li>The average number of calories consumed on Thanksgiving is 4,500.</li>
<li>Butterball answers more than 100,000 turkey-cooking questions via their Butterball Turkey Hotline each November and December.</li>
<li>The tradition of football on Thanksgiving began in 1876 with a game between Yale and Princeton. The first NFL games were played on Thanksgiving in 1920.</li>
<li>More than 54 million Americans are expected to travel during the Thanksgiving holiday this year. That’s up 4.8% from last year.</li>
</ol><p>The post <a href="https://bobmorris.biz/fun-facts-about-thanksgiving">Fun Facts About Thanksgiving</a> first appeared on <a href="https://bobmorris.biz">Blogging on Business</a>.</p>]]></content:encoded>
					
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