Strategy Maintenance


  1. To maintain existing strategies, seek little change in current organizational (inter-organizational) arrangements. Any significant change is likely to undermine the regime established in the earlier phase. It is important, however, to find occasions to recall the mission or vision that originally inspired people to seek new strategies or validated the results of previous strategy formulation efforts.
  2. To maintain or marginally modify existing strategies, rely on implementers and focused input from consumers. Broader involvement of elites and the public is likely to raise issues and conflicts that may require more fundamental policy changes.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, Line of Sight

Cohesiveness: Getting the Team Spirit


One obvious determinant of any group’s structure is its cohesiveness—the strength of group members’ desires to remain part of their group. Highly cohesive work groups are ones in which the members are attracted to one another, accept the group’s goals, and help work toward meeting them. In very uncohesive groups, the members dislike each other and may even work at cross-purposes. In essence, coheviseness refers to a we-feeling an esprit de corps, a sense of belonging to a group.

Several important factors have been shown to influence the extent to which group members tend to “stick together.” One such factor involves the severity of initiation into the group. The greater the difficulty people overcome to become a member of a group, the more cohesive the group will be. To understand this, consider how highly cohesive certain group may be that you have worked hard to join. Was it particularly difficult to “make the cut” on your sports team? The rigorous requirements for gaining entry into elite groups, such as the most prestegious medical schools and military training schools, may well be responsible for the high degree of camaraderie found in such groups. Having “passed the test” tends to keep individuals together and separates them from those who are unwilling or unable to “pay the price” of admission.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, Line of Sight

Releasing Each Person’s Potential


Great managers would offer you this advice: Focus on each person’s strength and manage around his weaknesses. Don’t try to fix the weaknesses. Don’t try to perfect each person. Instead do everything you can to help each person cultivate his talents. Help every person become more of who he already is.

This radical approach is fueled by one simple insight: Each person is different. Each person has a unique set of talents, a unique pattern of behaviors, of passions, of yearnings. Each person’s pattern of talents is enduring, resistant to change. Each person, therefore, has a unique destiny.

Sadly, this insight is lost on manay managers. They are all at ease with individual differences, preferring the blanket security of generalizations. When working with their people, they are guided by the sweep of their opinion—for example, “Most salespeople are ego driven” or “Most accountants are shy.”

In contrast, great managers are impatient with the clumsiness of these generalizations. They know that generalization obscure the truth: that all salespeople are different, that all accountants are different, that each individual, no matter what his chosen profession, is unique. Yes, the best salespeople share some of the same talents. But even among the elite the differences will outweigh the similiarties. Each salesperson will have his different sources of motivation and a style of persuasion all his own.

The rampant individuality fascinates great managers. They are drawn to the subtle but significant differences among people, even those engaged in the same line of work. They know that a person’s identity, his uniqueness, lies not just in what he does—his profession—but in how he does it—his style.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, Line of Sight