{"id":633,"date":"2021-04-07T12:41:24","date_gmt":"2021-04-07T12:41:24","guid":{"rendered":"https:\/\/www.getstoryshots.com\/?page_id=633"},"modified":"2024-11-19T09:30:10","modified_gmt":"2024-11-19T09:30:10","slug":"good-to-great-summary","status":"publish","type":"post","link":"https:\/\/www.getstoryshots.com\/fr\/books\/good-to-great-summary\/","title":{"rendered":"R\u00e9sum\u00e9 et infographie de Good to Great - Jim Collins"},"content":{"rendered":"\n<h2 class=\"wp-block-heading\">Why Some Companies Make the Leap&#8230; and Others Don&#8217;t<\/h2>\n\n\n\n<p><br>Good to Great by Jim Collins reveals how companies can leap from mediocrity to market leadership; this Good to Great summary uncovers strategies to transform your business\u2014ready to make the leap? \ud83d\ude80<\/p>\n\n\n\n<iframe frameborder=\"0\" height=\"200\" scrolling=\"no\" src=\"https:\/\/playlist.megaphone.fm\/?e=PARSIDA5427088069&#038;light=true\" width=\"100%\"><\/iframe>\n\n\n\n<p>\ud83c\udfa7 <a href=\"https:\/\/open.spotify.com\/show\/1Az1R3Dh3SM5SNWGtKkdIt?si=pRk7DN4RTGKq-ve6IvK1-Q\" target=\"_blank\" rel=\"noopener\">German<\/a> \ud83c\udde9\ud83c\uddea | <a href=\"https:\/\/open.spotify.com\/show\/0MjjjT7sE8WZnQr4x767zE?si=psVHAfJ0TaeLdCKuCnfq-Q\" target=\"_blank\" rel=\"noopener\">French<\/a> \ud83c\uddeb\ud83c\uddf7 | <a href=\"https:\/\/open.spotify.com\/show\/1bOAo9yLLGUsjvTuajRTXC?si=rG8S6SwMScOpZx-wJXwtKg\" target=\"_blank\" rel=\"noopener\">Spanish<\/a> \ud83c\uddea\ud83c\uddf8<\/p>\n\n\n\n<p>Life gets busy. Has Good to Great been on your reading list? Learn the key insights now. We\u2019re scratching the surface here. If you don\u2019t already have Jim Collins\u2019 popular book on business, leadership, and success, <a href=\"https:\/\/geni.us\/good-to-great-book\" target=\"_blank\" rel=\"noopener\">order it here<\/a> or <a href=\"https:\/\/geni.us\/great-free-audiobook\" target=\"_blank\" rel=\"noopener\">get the audiobook for free<\/a> to learn the juicy details.<br><\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Introduction<\/h2>\n\n\n\t\t<div class=\"ss-ctt-wrapper ss-ctt-style-4\" data-ss-post-id=\"633\" data-nonce=\"9af0627d7a\">\n\n\t\t\t<a href=\"https:\/\/twitter.com\/intent\/tweet?text=%E2%80%9CGreatness+is+not+a+function+of+circumstance.+Greatness%2C+it+turns+out%2C+is+largely+a+matter+of+conscious+choice.%E2%80%9D+-+Jim+Collins&#038;url=https%3A%2F%2Fwww.getstoryshots.com%2Ffr%2Fwp-json%2Fwp%2Fv2%2Fposts%2F633&#038;via=storyshots&#038;related=storyshots\" class=\"ss-ctt-tweet\" data-title=\"Click to Tweet\" rel=\"nofollow noopener\" target=\"_blank\">\u201cGreatness is not a function of circumstance. Greatness, it turns out, is largely a matter of conscious choice.\u201d &#8211; Jim Collins<\/a>\n\n\t\t\t<a href=\"https:\/\/twitter.com\/intent\/tweet?text=%E2%80%9CGreatness+is+not+a+function+of+circumstance.+Greatness%2C+it+turns+out%2C+is+largely+a+matter+of+conscious+choice.%E2%80%9D+-+Jim+Collins&#038;url=https%3A%2F%2Fwww.getstoryshots.com%2Ffr%2Fwp-json%2Fwp%2Fv2%2Fposts%2F633&#038;via=storyshots&#038;related=storyshots\" class=\"ss-ctt-link\" data-title=\"Click to Tweet\" rel=\"nofollow noopener\" target=\"_blank\">\n\t\t\t\t<span>Click to Tweet<\/span>\n\t\t\t\t<svg class=\"ss-svg-icon\" aria-hidden=\"true\" role=\"img\" focusable=\"false\" width=\"32\" height=\"32\" viewBox=\"0 0 24 24\"><path d=\"M18.244 2.25h3.308l-7.227 8.26 8.502 11.24H16.17l-5.214-6.817L4.99 21.75H1.68l7.73-8.835L1.254 2.25H8.08l4.713 6.231zm-1.161 17.52h1.833L7.084 4.126H5.117z\"><\/path><\/svg>\t\t\t<\/a>\n\n\t\t<\/div><!-- END .ss-ctt-wrapper -->\n\n\t\t\n\n\n<p>What if the difference between a mediocre company and a great one could be boiled down to a few critical choices? Good to Great dives into the question of how some companies make the leap from good performance to sustained greatness, while others stagnate or decline. Over five years, Jim Collins and his team studied 28 companies, analyzing what enabled 11 of them to outperform the market by more than three times over 15 years.<\/p>\n\n\n\n<p>Collins\u2019 findings reveal that greatness stems from disciplined people, disciplined thought, and disciplined action. Companies that excel focus on recruiting the right people and placing them in the right roles. They embrace brutal honesty about their situations and keep moving forward with steadfast focus. Through compelling stories and surprising insights, <em>Good to Great<\/em> provides a roadmap for leaders striving to take their organizations beyond mere competence to true excellence.<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter\"><img decoding=\"async\" src=\"https:\/\/lh7-rt.googleusercontent.com\/docsz\/AD_4nXe3Y7Nwxm-FosDqPbPOZHHlT2kzXDWwhvm8rq3sIBI0ATtN8_sGmoIvjfh4QnL-edxTygur4G1kChNR5iq071QIn1TJaQDpl9W9h8fEuNnwW_xZEjIpdo4W9g5hjaHbcZceMRKnYXBgw_yO4wW8rX8XbVM?key=F3s_hYoEA15ALLPni46AeKd6\" alt=\" Diagram showing the &quot;Path to Sustained Greatness&quot; with sections labeled &quot;Disciplined People,&quot; &quot;Disciplined Thought,&quot; &quot;Disciplined Action,&quot; leading to &quot;Sustained Greatness.&quot;\"\/><\/figure>\n<\/div>\n\n\n<h2 class=\"wp-block-heading\">About Jim Collins<\/h2>\n\n\n\n<p><a href=\"https:\/\/www.jimcollins.com\/\" target=\"_blank\" rel=\"noopener\">Jim Collins<\/a> is a business consultant, researcher, and best-selling author whose work focuses on what makes businesses thrive. With a background in economics from Stanford and an MBA, Collins first cut his teeth in business consulting at McKinsey &amp; Company. He then taught at Stanford\u2019s Graduate School of Business, where he honed his understanding of corporate success.<\/p>\n\n\n\n<figure class=\"wp-block-image\"><img decoding=\"async\" src=\"https:\/\/lh7-rt.googleusercontent.com\/docsz\/AD_4nXfoJj69LzPkwBg3B9wCUSPRryzQ-94K2zxkVwDuMuEhB67umES5Oiha5h5S3GGDHO5iLJPai8yE_qdKJunBOOYty89FCd3XzRXQRM3-Eix3kxW3kSxZPFRIDYQd_pu93-WSbOhaewV9HSGNsoMbrBw_hyo?key=F3s_hYoEA15ALLPni46AeKd6\" alt=\"Photo source: https:\/\/www.harpercollins.com\/\nJim Collins photo\"\/><\/figure>\n\n\n\n<p>Collins has published several books that dissect the anatomy of great companies, including <em>Built to Last<\/em>, <em>How the Mighty Fall<\/em>, and <em>Great by Choice<\/em>. His research-intensive approach, relying on data-backed case studies, has solidified his reputation as a thought leader in business. <em>Good to Great<\/em>, arguably his most influential work, explores how companies achieve sustained growth by transforming themselves from merely good to truly great.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">StoryShot #1: Building a Great Team<\/h2>\n\n\n\t\t<div class=\"ss-ctt-wrapper ss-ctt-style-4\" data-ss-post-id=\"633\" data-nonce=\"9af0627d7a\">\n\n\t\t\t<a href=\"https:\/\/twitter.com\/intent\/tweet?text=%E2%80%9CThe+good-to-great+companies+did+not+focus+principally+on+what+to+do+to+become+great%3B+they+focused+equally+on+what+not+to+do+and+what+to+stop+doing.%E2%80%9D+-+Jim+Collins&#038;url=https%3A%2F%2Fwww.getstoryshots.com%2Ffr%2Fwp-json%2Fwp%2Fv2%2Fposts%2F633&#038;via=storyshots&#038;related=storyshots\" class=\"ss-ctt-tweet\" data-title=\"Click to Tweet\" rel=\"nofollow noopener\" target=\"_blank\"><em>\u201cThe good-to-great companies did not focus principally on what to do to become great; they focused equally on what not to do and what to stop doing.\u201d &#8211; Jim Collins<\/em><\/a>\n\n\t\t\t<a href=\"https:\/\/twitter.com\/intent\/tweet?text=%E2%80%9CThe+good-to-great+companies+did+not+focus+principally+on+what+to+do+to+become+great%3B+they+focused+equally+on+what+not+to+do+and+what+to+stop+doing.%E2%80%9D+-+Jim+Collins&#038;url=https%3A%2F%2Fwww.getstoryshots.com%2Ffr%2Fwp-json%2Fwp%2Fv2%2Fposts%2F633&#038;via=storyshots&#038;related=storyshots\" class=\"ss-ctt-link\" data-title=\"Click to Tweet\" rel=\"nofollow noopener\" target=\"_blank\">\n\t\t\t\t<span>Click to Tweet<\/span>\n\t\t\t\t<svg class=\"ss-svg-icon\" aria-hidden=\"true\" role=\"img\" focusable=\"false\" width=\"32\" height=\"32\" viewBox=\"0 0 24 24\"><path d=\"M18.244 2.25h3.308l-7.227 8.26 8.502 11.24H16.17l-5.214-6.817L4.99 21.75H1.68l7.73-8.835L1.254 2.25H8.08l4.713 6.231zm-1.161 17.52h1.833L7.084 4.126H5.117z\"><\/path><\/svg>\t\t\t<\/a>\n\n\t\t<\/div><!-- END .ss-ctt-wrapper -->\n\n\t\t\n\n\n<p>Transforming a good company into a great one begins with building a team of the right people in the right roles. Great companies focus on who is on the team before deciding on their goals, ensuring they hire individuals who are self-motivated, disciplined, and aligned with the company\u2019s mission. These companies avoid hiring based solely on skills or experience, instead prioritizing cultural fit and long-term potential. By assembling a team that embodies the organization\u2019s values, they create a strong foundation where each member contributes to the shared vision, making micromanagement unnecessary.<\/p>\n\n\n\n<p>Companies that prioritize team quality create environments of collaboration and resilience, where team members support each other, share ideas freely, and handle challenges with adaptability. <a href=\"https:\/\/www.jimcollins.com\/article_topics\/articles\/first-who.html\" target=\"_blank\" rel=\"noopener\">Collins\u2019 research shows <\/a>that companies like Wells Fargo, which focused on hiring aligned individuals, consistently outperformed peers even during tough times. In contrast, companies that hesitated to make necessary personnel changes often struggled with instability. Building a high-quality team not only fosters cohesion but also ensures the organization can sustain growth by drawing on a shared sense of purpose and commitment to the mission.<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter\"><img decoding=\"async\" src=\"https:\/\/lh7-rt.googleusercontent.com\/docsz\/AD_4nXfeUCsfhS4pHEna9d8iKYLvxN6pJmXBxKVeVD9Q-4eF6pBzlE76srwy4zZbSOcpzOGmnsP_8X3jG9hcpptk0LiFUKUgBBAu-CmH-DGr6wbfmixpJQYdjDmIbr2DiVeCrAAGaEeqwEipLVjPOktLTq9BH4MZ?key=F3s_hYoEA15ALLPni46AeKd6\" alt=\"Diagram showing gears labeled &quot;Right People,&quot; &quot;Cultural Fit,&quot; &quot;Resilience,&quot; and &quot;Sustained Growth&quot; under the title &quot;Building a Great Team.&quot;\"\/><\/figure>\n<\/div>\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\">StoryShot #2: Embrace Reality with the Stockdale Paradox<\/h2>\n\n\n\n<p>The Stockdale Paradox offers a vital mindset for leaders navigating challenging situations, balancing unwavering hope with a brutally honest view of reality. Named after Admiral James Stockdale, a Vietnam War POW, this <a href=\"https:\/\/www.jimcollins.com\/concepts\/Stockdale-Concept.html\" target=\"_blank\" rel=\"noopener\">paradox highlights<\/a> the importance of staying optimistic about ultimate success while acknowledging and addressing immediate difficulties. Stockdale\u2019s resilience came from his ability to hope for freedom while confronting the harsh conditions of captivity, and this approach has proven equally valuable for leaders striving to move their organizations from good to great.<\/p>\n\n\n\n<p>In business, this principle translates into accepting an honest view of the company\u2019s current situation without losing sight of long-term goals. Leaders who adopt the Stockdale Paradox understand that avoiding or sugarcoating harsh realities only delays growth. When challenges like market shifts or internal inefficiencies arise, leaders who face these issues head-on, rather than hoping they\u2019ll resolve on their own, are better equipped to keep their organization moving in the right direction.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Key Takeaways for Embracing the Stockdale Paradox in Business<\/h3>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>Face Harsh Realities Head-On<\/strong>: Acknowledge weaknesses, address pressing challenges openly, and tackle issues proactively.<\/li>\n\n\n\n<li><strong>Focus on People Decisions<\/strong>: Place self-disciplined, resilient individuals in key roles who foster optimism and realism.<\/li>\n\n\n\n<li><strong>Regularly Examine Market Positioning<\/strong>: Continuously assess product relevance and adapt offerings based on current market needs.<\/li>\n\n\n\n<li><strong>Encourage a Culture of Accountability and Adaptation<\/strong>: Build a culture of responsibility, open discussions, and shared commitment to the mission.<\/li>\n\n\n\n<li><strong>Balance Hope with Realism<\/strong>: Maintain a long-term vision, grounded in realistic evaluations to inspire resilience and growth.<\/li>\n<\/ol>\n\n\n\n<p>By fostering a team of disciplined, self-motivated individuals who are unafraid to tackle hard truths, leaders set a foundation for sustainable success. The Stockdale Paradox becomes a guide for making bold but calculated decisions, empowering organizations to navigate adversity without losing sight of their vision.<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter\"><img decoding=\"async\" src=\"https:\/\/lh7-rt.googleusercontent.com\/docsz\/AD_4nXdcGfjIzGS2fAOsM-sCIyLh-gsmwxTCMp8wg74ycoX2EJVh7WtEO2fqt08xyhAgHopS-ygKPiK1c0uJgckddFZl4e5P82rDYjjwqDqx3p77_13kvsSh_fGOgtJeohhZGWHFSL8d0h9WvoRmESc5HoTjiKE?key=F3s_hYoEA15ALLPni46AeKd6\" alt=\"DNA-shaped diagram labeled &quot;Business Success&quot; with key elements such as &quot;Harsh Realities,&quot; &quot;Market Positioning,&quot; &quot;Hope and Realism,&quot; &quot;People Decisions,&quot; and &quot;Accountability Culture.&quot;\"\/><\/figure>\n<\/div>\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\">StoryShot #3: Cultivate Level 5 Leadership<\/h2>\n\n\n\n<p>At the helm of every great organization is what is known as a \u201cLevel 5 Leader\u201d\u2014a leader who embodies a rare combination of humility and fierce resolve. These business leaders prioritize the organization\u2019s success and long-term vision over personal accolades or short-term wins. Unlike a charismatic leader who seeks the spotlight, a Level 5 Leader focuses on the company\u2019s legacy, working behind the scenes to ensure the organization thrives and evolves. Rather than seeking individual recognition, they highlight their teams\u2019 contributions, fostering a culture of mutual respect and collaboration.<\/p>\n\n\n\n<p>Level 5 Leaders differ significantly from ego-driven executives who often prioritize personal success and may enjoy short-term victories but struggle with lasting impact. Organizations led by ego-centric leaders often experience volatility and lack cohesion, as the focus tends to be on the leader rather than the organization\u2019s purpose. In contrast, Level 5 Leaders build companies that endure by creating a purpose-driven environment where everyone is invested in the mission. They are willing to make tough decisions to serve the organization\u2019s long-term needs, even if it means sacrificing personal comfort or praise.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Key Points of Level 5 Leaders<\/strong><\/h3>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>Humility in Leadership<\/strong>: Level 5 Leaders prioritize the organization\u2019s mission over personal ambitions, giving credit to their teams and fostering a supportive environment.<\/li>\n\n\n\n<li><strong>Unwavering Determination for Long-Term Success<\/strong>: They maintain a strong resolve to achieve core objectives, inspiring resilience and commitment within the organization.<\/li>\n\n\n\n<li><strong>Focus on Building a Legacy<\/strong>: Level 5 Leaders make strategic choices that ensure sustainable growth and reinforce the organization\u2019s mission for future generations.<\/li>\n\n\n\n<li><strong>Empowering Others for Success<\/strong>: They share authority, encourage initiative, and create an environment where everyone feels responsible for success.<\/li>\n\n\n\n<li><strong>Good Use of Technology Over Time<\/strong>: Level 5 Leaders adopt technology that aligns with the organization\u2019s mission, avoiding trends that divert focus.<\/li>\n\n\n\n<li><strong>Commitment to Core Concepts and Values<\/strong>: They are deeply committed to core values, using them as a foundation for decisions and reinforcing a culture of integrity.<\/li>\n<\/ol>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter\"><img decoding=\"async\" src=\"https:\/\/lh7-rt.googleusercontent.com\/docsz\/AD_4nXftkbuXxBSQ_ZkZjufD2OrESi3ISpsaeX7IeXwUt_KDLwsSUX-5x5YTLzz7TMNj9XLeJrgC0TBFKZ289Wzwu3LiUJyi4U7KBtJm7pz0hZ0cN3KcjfxNrEbVEB_s551nPirogIkyF6U5SQKEsPraIHRpss3o?key=F3s_hYoEA15ALLPni46AeKd6\" alt=\"Diagram showing &quot;Level 5 Leadership&quot; traits including &quot;Unwavering Determination,&quot; &quot;Building a Legacy,&quot; &quot;Empowering Others,&quot; &quot;Commitment to Values,&quot; and &quot;Humility in Leadership.&quot;\"\/><\/figure>\n<\/div>\n\n\n<h2 class=\"wp-block-heading\">StoryShot #4: Focus on the Hedgehog Concept<\/h2>\n\n\n\n<p>The Hedgehog Concept is a powerful strategy for organizations aiming to excel at a single, core mission. Based on the ancient parable of the fox and the hedgehog, it emphasizes a critical difference in approach: while the fox is clever and pursues multiple strategies, the hedgehog knows one big thing and relies on it consistently. In this concept, the hedgehog, despite its simplicity, is able to defend itself effectively by curling up into a ball, avoiding distractions, and sticking to its core strength.<\/p>\n\n\n\n<p>For businesses, the Hedgehog Concept involves finding a \u201csweet spot\u201d where passion, capability, and profitability align. By focusing efforts on a central mission, companies can outperform competitors over a long time, turning this focus into a significant competitive advantage. Rather than chasing various goals or diversifying for the sake of it, companies that succeed prioritize their core concept. This focus allows them to streamline resources, align team efforts, and maintain consistency, ultimately enabling sustained growth and a clear market position.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Three Guiding Questions for the Hedgehog Concept<\/strong><\/h3>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>What Are We Passionate About?<\/strong> Identify what excites and motivates the organization at its core.<\/li>\n\n\n\n<li><strong>What Can We Be the Best in the World At?<\/strong> Focus on a specific area where the organization can uniquely excel above all others.<\/li>\n\n\n\n<li><strong>What Drives Our Economic Engine?<\/strong> Determine the key metric that most directly impacts the organization\u2019s financial success.<\/li>\n<\/ol>\n\n\n\n<p>For example, a company with a strong technical product might focus exclusively on tech innovation rather than venturing into unrelated markets. By doing one thing exceptionally well, these companies dominate their niches and enjoy long-term success.<\/p>\n\n\n\n<p class=\"has-text-align-center\"><img decoding=\"async\" width=\"519\" height=\"490\" src=\"https:\/\/lh7-rt.googleusercontent.com\/docsz\/AD_4nXfnCY5YgQEGwBFQDyE3aAvr3kIotOKiIGWO-B4Sog2JP0IQoq8fYtYinSpunrmrOBPtmSSx6dn86LiqQ-AS4260jGrDw48Xf2G4rW38a34EbpheJvkvw0XG44CCvwum2yfpbdCrowzazlmT7hTKX2fnJ3ee?key=F3s_hYoEA15ALLPni46AeKd6\"><\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\">StoryShot #5: A Culture of Discipline<\/h2>\n\n\n\t\t<div class=\"ss-ctt-wrapper ss-ctt-style-4\" data-ss-post-id=\"633\" data-nonce=\"9af0627d7a\">\n\n\t\t\t<a href=\"https:\/\/twitter.com\/intent\/tweet?text=%E2%80%9CPractical+Discipline+%231%3A+When+in+doubt%2C+don%E2%80%99t+hire+%E2%80%94+keep+looking.%E2%80%9D+-+Jim+Collins&#038;url=https%3A%2F%2Fwww.getstoryshots.com%2Ffr%2Fwp-json%2Fwp%2Fv2%2Fposts%2F633&#038;via=storyshots&#038;related=storyshots\" class=\"ss-ctt-tweet\" data-title=\"Click to Tweet\" rel=\"nofollow noopener\" target=\"_blank\"><em>\u201cPractical Discipline #1: When in doubt, don\u2019t hire \u2014 keep looking.\u201d &#8211; Jim Collins<\/em><\/a>\n\n\t\t\t<a href=\"https:\/\/twitter.com\/intent\/tweet?text=%E2%80%9CPractical+Discipline+%231%3A+When+in+doubt%2C+don%E2%80%99t+hire+%E2%80%94+keep+looking.%E2%80%9D+-+Jim+Collins&#038;url=https%3A%2F%2Fwww.getstoryshots.com%2Ffr%2Fwp-json%2Fwp%2Fv2%2Fposts%2F633&#038;via=storyshots&#038;related=storyshots\" class=\"ss-ctt-link\" data-title=\"Click to Tweet\" rel=\"nofollow noopener\" target=\"_blank\">\n\t\t\t\t<span>Click to Tweet<\/span>\n\t\t\t\t<svg class=\"ss-svg-icon\" aria-hidden=\"true\" role=\"img\" focusable=\"false\" width=\"32\" height=\"32\" viewBox=\"0 0 24 24\"><path d=\"M18.244 2.25h3.308l-7.227 8.26 8.502 11.24H16.17l-5.214-6.817L4.99 21.75H1.68l7.73-8.835L1.254 2.25H8.08l4.713 6.231zm-1.161 17.52h1.833L7.084 4.126H5.117z\"><\/path><\/svg>\t\t\t<\/a>\n\n\t\t<\/div><!-- END .ss-ctt-wrapper -->\n\n\t\t\n\n\n<h3 class=\"wp-block-heading\">The Three Disciplines<\/h3>\n\n\n\n<p>Start your transformation process by getting the right people into your organization and the wrong people out of the organization.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Discipline 1 &#8211; Hire slow and fire fast. When in doubt, don\u2019t hire and keep looking.<\/li>\n\n\n\n<li>Discipline 2 &#8211; When you know you need to make a personnel change, then act.<\/li>\n\n\n\n<li>Discipline 3 &#8211; Put your best people on your biggest opportunities rather than your biggest problems<\/li>\n<\/ul>\n\n\n\n<p>Discipline is a defining trait of companies that achieve exceptional performance, but it isn\u2019t about imposing strict rules or enforcing rigid compliance. Rather, a culture of discipline emerges when team members are intrinsically motivated to act responsibly and make thoughtful decisions. In these organizations, discipline is rooted in a shared commitment to the company\u2019s mission, with employees aligning their actions to uphold the values and long-term goals of the organization. This disciplined approach, as observed through extensive research, is what allows companies to avoid unsustained comparisons with competitors and instead focus on meaningful, consistent progress.<\/p>\n\n\n\n<p>Great companies maintain a disciplined framework that encourages initiative and professional will among employees, rather than requiring micromanagement or strict oversight. In this environment, team members are empowered to make the right decisions within a structured framework, knowing that each decision contributes to the company\u2019s enduring success. This approach avoids the downward spiral often seen in organizations that react impulsively to challenges or pressure. The only way for companies to achieve greatness is through a steady, disciplined focus, where every individual\u2019s actions align with the organization\u2019s mission and values.<\/p>\n\n\n\n<p>Southwest Airlines maintains profitability by focusing on low-cost travel, and avoiding unnecessary amenities to align with its mission.<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter\"><img decoding=\"async\" src=\"https:\/\/lh7-rt.googleusercontent.com\/docsz\/AD_4nXciD1BiFixed2svim2eOHeq5zzivgssf33udTyrkZY31JKZRcZYTu9Ye3QsKERf44vEXMGa7IBo-TRJOTAbYcgWFWB-KiaV11ZN4RU9cAALSHB1-XTUJ-Jn5EoQef7briO-aRbSxa9h8In5a4iT8ienFS3I?key=F3s_hYoEA15ALLPni46AeKd6\" alt=\"Concentric circles illustrating the &quot;Culture of Discipline in Organizations&quot; with layers labeled &quot;Mission and Values Alignment,&quot; &quot;Shared Commitment,&quot; &quot;Intrinsic Motivation,&quot; and &quot;Disciplined Culture.&quot;\"\/><\/figure>\n<\/div>\n\n\n<h2 class=\"wp-block-heading\">StoryShot #6: Technology as an Accelerator, Not a Driver<\/h2>\n\n\n\n<p>In today\u2019s fast-paced world, technology is often viewed as the cornerstone of innovation, but great companies take a measured approach to technology adoption. Rather than allowing technology to dictate their direction, these companies use it to strengthen their core competencies, ensuring that every technological advancement serves a specific purpose. Through extensive research, it\u2019s clear that only those companies that integrate technology in alignment with their mission can harness its power without becoming dependent on it. Effective leaders and executive teams at great companies avoid the \u201cWall Street trap\u201d of chasing the latest tech trends for short-term gains and instead focus on long-term value creation.<\/p>\n\n\n\n<p><a href=\"https:\/\/www.databricks.com\/customers\/walgreens\" target=\"_blank\" rel=\"noopener\">Walgreens improved customer experience<\/a> by streamlining prescriptions through technology, supporting its pharmacy-first focus.<\/p>\n\n\n\n<p><strong>Actionable Note<\/strong>: Before adopting new technology, assess whether it aligns with your company\u2019s mission and strengthens the core offering. Avoid the distraction of adopting tech for the sake of \u201cinnovation,\u201d and ensure that technology serves as a tool to enhance, rather than redefine, your mission.<\/p>\n\n\n\n<p><strong>Based on all this advice, Collins outlines the ideal technology approach cycle for great companies:<\/strong><\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>Pause<\/li>\n\n\n\n<li>Think<\/li>\n\n\n\n<li>Crawl<\/li>\n\n\n\n<li>Walk<\/li>\n\n\n\n<li>Run<\/li>\n<\/ol>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter\"><img decoding=\"async\" src=\"https:\/\/lh7-rt.googleusercontent.com\/docsz\/AD_4nXdH0XekgEJ_K6tX94j9EnNX-DVVo-clgjma9XxTiWibXGAg1KnBjFIcGbtd_CacB4fdmuAoo-0e5ixHe9u71GHu96hRzpIQ-aYwDd8QwcMZ4N4Xn_CHXluEJYLagyIKgNDBSVKSYkfiydFW-38V7g9YSbQY?key=F3s_hYoEA15ALLPni46AeKd6\" alt=\"Layered diagram titled &quot;Aligning Technology with Mission,&quot; showing levels for &quot;Mission Alignment Assessment,&quot; &quot;Core Competency Enhancement,&quot; and &quot;Avoiding Tech Trends Trap.&quot;\"\/><\/figure>\n<\/div>\n\n\n<h2 class=\"wp-block-heading\">StoryShot #7: The Flywheel Effect<\/h2>\n\n\n\n<p>The Flywheel Effect illustrates the journey from good to great as a process of gradual, sustained progress, where every small, positive action compounds over time. Like turning a heavy flywheel, each push initially requires effort, but consistent, disciplined actions eventually build unstoppable momentum. Rather than relying on a single launch event or quick fix, successful companies accumulate a series of good decisions that lead to exponential growth and exceptional performance. Through steady, incremental improvements, these companies are able to weather challenges and sustain their transformation.<\/p>\n\n\n\n<p>This compounding effect of cumulative stock returns, driven by disciplined actions and aligned strategies, contrasts sharply with companies that chase quick wins or attempt to overcome obstacles with a single drastic change. By continuously refining processes, focusing on core values, and remaining resilient through setbacks, these companies build momentum that propels them forward, creating a sustained trajectory of growth.<\/p>\n\n\n\n<p>Amazon <a href=\"https:\/\/quartr.com\/insights\/company-research\/amazon-from-books-to-everything\" target=\"_blank\" rel=\"noopener\">steadily expanded from books<\/a> to diverse products, building momentum that transformed it into a market leader.<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter\"><img decoding=\"async\" src=\"https:\/\/lh7-rt.googleusercontent.com\/docsz\/AD_4nXdYUfIVatM65k92K7vdyHzRJ0mH-KsAYxtKr37EKpQHASvbcGGvKZLG_8t1dXMo_cGg17t0GGMAMcrQcm2TkRAxma-RZ0QEO0YmLlJcqBDL_dbL9daOVw9z3X63XoEZEDr9UcpQgPNzAlEuFtD3WI5MoRPd?key=F3s_hYoEA15ALLPni46AeKd6\" alt=\"Timeline diagram titled &quot;The Flywheel Effect in Business,&quot; showing stages from &quot;Initial Effort&quot; to &quot;Sustained Transformation&quot; through steps like &quot;Consistent Actions,&quot; &quot;Building Momentum,&quot; and &quot;Exponential Growth.&quot;\"\/><\/figure>\n<\/div>\n\n\n<h2 class=\"wp-block-heading\">StoryShot #8: Avoiding the Doom Loop<\/h2>\n\n\n\n<p>The \u201cDoom Loop\u201d is a cautionary concept describing companies that lack a cohesive, long-term strategy and constantly shift direction in response to crises or external pressures. Unlike companies that stick to a consistent mission, those in the Doom Loop make reactive, short-term decisions, leading to erratic performance and instability. Often, these companies experience frequent changes in leadership or strategy, resulting in a lack of trust among employees, customers, and stakeholders. This approach, driven by an inability to remain disciplined, ultimately pushes companies into a downward spiral where sustained growth becomes impossible.<\/p>\n\n\n\n<p>Successful companies avoid the <a href=\"https:\/\/en.wikipedia.org\/wiki\/Doom_loop\" target=\"_blank\" rel=\"noopener\">Doom Loop<\/a> by maintaining a clear direction and making strategic pivots only when they align with core values and mission. This disciplined consistency fosters stability, allowing companies to build trust with employees and customers alike. By adhering to a structured approach and focusing on long-term goals, they establish a stable foundation that supports growth and resilience, even in challenging times.<\/p>\n\n\n\n<p><strong>You can also avoid developing what Collins calls a doom loop by avoiding:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Reactive decision-making<\/li>\n\n\n\n<li>Over-extension into too many diverse areas of concentration<\/li>\n\n\n\n<li>Following short-lived trends<\/li>\n\n\n\n<li>Frequent changes in leadership and personnel<\/li>\n\n\n\n<li>Loss of morale<\/li>\n\n\n\n<li>Disappointing results<\/li>\n<\/ul>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter\"><img decoding=\"async\" src=\"https:\/\/lh7-rt.googleusercontent.com\/docsz\/AD_4nXcAY3Zyg1_or1XtgfCAWRKRl3W-GR0S7ubxf7MDN65zZbAefCvaNGJ-Tn6vXiVeq1RV0WlxABNKLVzuY3kcODTwdt4ftMLSCOW4igspfP8Cl2Ss5fkzbF8zanJucWic9fLto2yMsRzpNcbLk3dKwMH3MNek?key=F3s_hYoEA15ALLPni46AeKd6\" alt=\"Diagram titled &quot;How to avoid the 'Doom Loop'?&quot; with arrows showing pitfalls like &quot;Reactive Decision-Making,&quot; &quot;Following Trends,&quot; &quot;Over-Extension,&quot; and &quot;Frequent Leadership Changes.&quot;\"\/><\/figure>\n<\/div>\n\n\n<p><\/p>\n\n\n\n<h2 class=\"wp-block-heading\">StoryShot #9: Building a Legacy Beyond Profit<\/h2>\n\n\n\n<p>Companies that achieve greatness often operate with a mission that transcends financial gain, creating a legacy that impacts employees, customers, and society at large. These organizations focus on values and principles that create lasting value, generating trust and loyalty that extends beyond simple transactions. Instead of prioritizing quarterly profits, they concentrate on long-term impact, knowing that this will ultimately sustain financial success over time. This approach resonates deeply in a changing world, where consumers and employees alike seek meaning and purpose in their affiliations.<\/p>\n\n\n\n<p>Patagonia\u2019s commitment to sustainability attracts loyal customers who align with its environmental values.<\/p>\n\n\n\n<p><strong>Actionable Note<\/strong>: To build a legacy beyond profit, focus on principles that create positive impact. Define the mission and values that resonate with your audience, and make decisions that align with this larger purpose to ensure sustained growth.<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter\"><img decoding=\"async\" src=\"https:\/\/lh7-rt.googleusercontent.com\/docsz\/AD_4nXcyxAIyTs2baQR_dKlCfHWAbhsPhcosP__ZOkjCOAuV1uHcUFx661LR0h9uCNNzZ7oGwcURo9pnH91PRCuxpFAot-519rND1ggKZK3D_NhKwIl7CTu62SyUq7tEIqJg8JzY6TkAU44EeN89MXCh0LXnvT4?key=F3s_hYoEA15ALLPni46AeKd6\" alt=\"Diagram titled &quot;Legacy Beyond Profit&quot; with sections for &quot;Customer Alignment,&quot; &quot;Mission and Values,&quot; &quot;Long-Term Focus,&quot; and &quot;Positive Impact.&quot;\"\/><\/figure>\n<\/div>\n\n\n<h2 class=\"wp-block-heading\">StoryShot #10: Cultivate a Passionate Team<\/h2>\n\n\n\n<p><em>\u201cPut your best people on your biggest opportunities, not your biggest problems\u201d.- Jim Collins<\/em><\/p>\n\n\n\n<p>Great organizations understand that a passionate team is key to sustained success. Rather than fostering a transactional culture where employees work solely for a paycheck, they cultivate an environment where people feel genuinely connected to the company\u2019s mission and their roles. When employees are emotionally invested, they bring greater creativity, energy, and dedication to their work, resulting in higher productivity and improved customer experiences. This approach goes beyond simply hiring skilled professionals; it\u2019s about creating a team with a shared sense of purpose.<\/p>\n\n\n\n<p>Successful organizations empower employees, fostering emotional investment and accountability toward shared goals.<\/p>\n\n\n\n<p><strong>Actionable Note<\/strong>: Foster a culture where employees feel they are part of something bigger than themselves. Align their personal and professional goals with the company\u2019s mission to build a team that is dedicated, creative, and deeply invested in your company\u2019s success.<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter\"><img decoding=\"async\" src=\"https:\/\/lh7-rt.googleusercontent.com\/docsz\/AD_4nXcbLnzWgClDhnBgnH_bdWSULekk9OYzEcYcSTj57CsWuyqgDdKN2X4QbLroicwhYHdBs1EQ8JjTTJD56E8Cm9nRmXhzx9Qn-CegKOvMriGyeZyGhY1muBPfv7meSKn2aRJbkYb9wMnKVV8jofH8Js0jJu-E?key=F3s_hYoEA15ALLPni46AeKd6\" alt=\"Triangle diagram titled &quot;Passionate Team&quot; with sections for &quot;Empowerment,&quot; &quot;Emotional Investment,&quot; and &quot;Shared Purpose.&quot;\"\/><\/figure>\n<\/div>\n\n\n<h2 class=\"wp-block-heading\">Final Summary and Review<\/h2>\n\n\n\n<p>Good to Great provides an actionable framework for any business owner or leader looking to elevate their organization\u2019s performance from average to exceptional. Through years of rigorous research, the book offers insights that reveal how consistent discipline, clear focus, and dedicated leadership can transform companies, even in a rapidly changing world. The principles outlined are designed to serve as a guide for effective leaders and upper management, helping them make the right decisions that contribute to sustained growth and long-term success.<\/p>\n\n\n\n<p>The framework of concepts in Good to Great emphasizes disciplined people, disciplined thought, and disciplined action. By building a strong foundation of principles and ensuring that each team member aligns with the organization\u2019s mission, companies can thrive regardless of external changes. This path to greatness is not about quick fixes or shortcuts; instead, it requires patience, commitment, and a focus on what truly matters for the business.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Key Concepts for good-to-great executives include:<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Get the Right People in the Right Roles:<\/strong> Great companies prioritize hiring self-motivated, aligned individuals who fit the organization\u2019s culture, setting a solid foundation for growth and resilience.<\/li>\n\n\n\n<li><strong>Embrace the Stockdale Paradox:<\/strong> Successful leaders balance hope with brutal honesty, facing reality head-on without losing sight of long-term goals, even in challenging times.<\/li>\n\n\n\n<li><strong>Focus on What You Can Be the Best At (Hedgehog Concept):<\/strong> By identifying the company\u2019s unique strengths and concentrating efforts on a core mission, organizations can outperform competitors and sustain success.<\/li>\n\n\n\n<li><strong>Cultivate a Culture of Discipline:<\/strong> A disciplined culture empowers team members to make the right decisions without constant oversight, fostering consistency and accountability.<\/li>\n\n\n\n<li><strong>Use Technology to Enhance, Not Drive, Your Mission:<\/strong> Technology should serve as a tool to support the core mission, rather than a primary driver; this approach allows businesses to stay adaptable while remaining true to their purpose.<\/li>\n<\/ul>\n\n\n\n<p>Through this structured approach, Good to Great equips business owners and executives with a roadmap to navigate challenges and capitalize on their strengths. The principles in the book encourage companies to look beyond short-term gains, focusing instead on building an enduring legacy that can withstand the test of time and adapt to a changing world.<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter\"><img decoding=\"async\" src=\"https:\/\/lh7-rt.googleusercontent.com\/docsz\/AD_4nXdfnhIyPvVpaeorG7rrUZQ4Gy5Qce3qArdThO3Mk6rU_tLKg2SwxDMaghgRoE-KZjwV8rKJkWwNUNlMU5BtTyEap9tTnNSkvDXdFmOx4jg3qxjYwA7u0lYNjgcsFPPtWx8Dq5vfCbcqqXby9v_Q8rtrm5zD?key=F3s_hYoEA15ALLPni46AeKd6\" alt=\"Vertical diagram titled &quot;Path to Organizational Greatness&quot; with stages: &quot;Technology as Enhancer,&quot; &quot;Culture of Discipline,&quot; &quot;Hedgehog Concept,&quot; &quot;Stockdale Paradox,&quot; and &quot;Right People in Roles.&quot;\n\"\/><\/figure>\n<\/div>\n\n\n<div class=\"wp-block-group\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\">\n<h2 class=\"wp-block-heading\">Rating<\/h2>\n\n\n\n<p>We rate this book 4.6\/5. How would you rate Good to Great based on this summary?<\/p>\n\n\n\n<div class=\"wp-block-yet-another-stars-rating-visitor-votes yasr-vv-block\"><!--Yasr Visitor Votes Shortcode--><div id='yasr_visitor_votes_dda041695a8d6' class='yasr-visitor-votes'><div class=\"yasr-custom-text-vv-before yasr-custom-text-vv-before-633\">Click to rate this book!<\/div><div id='yasr-vv-second-row-container-dda041695a8d6'\r\n                                        class='yasr-vv-second-row-container'><div id='yasr-visitor-votes-rater-dda041695a8d6'\r\n                                      class='yasr-rater-stars-vv'\r\n                                      data-rater-postid='633'\r\n                                      data-rating='4.5'\r\n                                      data-rater-starsize='32'\r\n                                      data-rater-readonly='false'\r\n                                      data-rater-nonce='69d0f2f310'\r\n                                      data-issingular='false'\r\n                                    ><\/div><div class=\"yasr-vv-stats-text-container\" id=\"yasr-vv-stats-text-container-dda041695a8d6\"><svg xmlns=\"https:\/\/www.w3.org\/2000\/svg\" width=\"20\" height=\"20\"\r\n                                   class=\"yasr-dashicons-visitor-stats\"\r\n                                   data-postid=\"633\"\r\n                                   id=\"yasr-stats-dashicon-dda041695a8d6\">\r\n                                   <path d=\"M18 18v-16h-4v16h4zM12 18v-11h-4v11h4zM6 18v-8h-4v8h4z\"><\/path>\r\n                               <\/svg><span id=\"yasr-vv-text-container-dda041695a8d6\" class=\"yasr-vv-text-container\">[Total: <span id=\"yasr-vv-votes-number-container-dda041695a8d6\">4<\/span> Average: <span id=\"yasr-vv-average-container-dda041695a8d6\">4.5<\/span>]<\/span><\/div><div id='yasr-vv-loader-dda041695a8d6' class='yasr-vv-container-loader'><\/div><\/div><div id='yasr-vv-bottom-container-dda041695a8d6' class='yasr-vv-bottom-container'><\/div><\/div><!--End Yasr Visitor Votes Shortcode--><\/div>\n<\/div><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Frequently Asked Questions<\/h2>\n\n\n<div id=\"rank-math-faq\" class=\"rank-math-block\">\n<div class=\"rank-math-list \">\n<div id=\"faq-question-1730914025804\" class=\"rank-math-list-item\">\n<h3 class=\"rank-math-question \">What can Jim Collins teach us in his book Good to Great?<\/h3>\n<div class=\"rank-math-answer \">\n\n<p>Good to Great teaches us how certain companies achieve superior performance through disciplined practices, focused leadership, and sustained effort. Collins explains that good-to-great transformations are driven by having the right people, making disciplined decisions, and creating a culture aligned with the company\u2019s mission. By examining direct comparisons between successful companies and others that struggled, Collins identifies key factors that help companies maintain an enduring competitive advantage.<\/p>\n\n<\/div>\n<\/div>\n<div id=\"faq-question-1730914033074\" class=\"rank-math-list-item\">\n<h3 class=\"rank-math-question \">What is the Good to Great method?<\/h3>\n<div class=\"rank-math-answer \">\n\n<p><strong><br \/><\/strong>The <em>Good to Great<\/em> method is a framework for achieving exceptional, lasting performance through disciplined people, disciplined thought, and disciplined action. Collins emphasizes making the right decisions in all areas\u2014from building an effective executive team to strategically adopting new technologies that enhance core strengths. This method encourages companies to focus on their unique strengths rather than following trends, ensuring every effort supports long-term success.<\/p>\n\n<\/div>\n<\/div>\n<div id=\"faq-question-1730914061088\" class=\"rank-math-list-item\">\n<h3 class=\"rank-math-question \">What are the three things in Good to Great?<\/h3>\n<div class=\"rank-math-answer \">\n\n<p>The three key points in Good to Great are: <br \/>(1) Disciplined People \u2014 having self-motivated individuals in the right roles; <br \/>(2) Disciplined Thought \u2014 facing harsh truths and identifying the company\u2019s core focus; and <br \/>(3) Disciplined Action \u2014 creating a culture that encourages consistency and alignment with the company\u2019s goals. By following these principles, companies can sustain superior performance over time, regardless of industry changes or market pressures.<\/p>\n\n<\/div>\n<\/div>\n<div id=\"faq-question-1730914086666\" class=\"rank-math-list-item\">\n<h3 class=\"rank-math-question \">What is the Good to Great leadership model?<\/h3>\n<div class=\"rank-math-answer \">\n\n<p>The Good to Great leadership model describes \u201cLevel 5 Leaders,\u201d who possess a blend of humility and fierce determination. Such leaders prioritize the organization\u2019s success over personal gain and are committed to building a legacy. They make data-driven, long-term decisions and align executive compensation with the company\u2019s goals, fostering accountability. This leadership style encourages an environment where the executive team is empowered to contribute to the company\u2019s mission, using new technologies and innovation strategically to support growth and adaptation.<\/p>\n\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n<h2 class=\"wp-block-heading\">Disclaimer<\/h2>\n\n\n\n<p>This is an unofficial summary and analysis.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Good to Great PDF, Free Audiobook, Infographic and Animated Book Summary<\/h2>\n\n\n\n<p>Comment below and let others know what you have learned or if you have any other thoughts.<\/p>\n\n\n\n<p>New to StoryShots? Get the PDF, audiobook, infographic and animated versions of this summary and hundreds of other bestselling nonfiction books in our <a href=\"https:\/\/go.getstoryshots.com\/free\">free top-ranking app.<\/a> It\u2019s been featured by Apple, The Guardian, The UN, and Google as one of the world\u2019s best reading and learning apps.<\/p>\n\n\n\n<p>To dive into the details, order the <a href=\"https:\/\/geni.us\/good-to-great-book\" target=\"_blank\" rel=\"noopener\">book<\/a> or get the audiobook <a href=\"https:\/\/geni.us\/great-free-audiobook\" target=\"_blank\" rel=\"noopener\">for free<\/a> on Amazon.<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter size-full\"><img decoding=\"async\" width=\"400\" height=\"900\" src=\"https:\/\/www.getstoryshots.com\/wp-content\/uploads\/infographic-cropped-8.png\" alt=\"Good to Great Infographic Summary\" class=\"wp-image-97221\" srcset=\"https:\/\/www.getstoryshots.com\/wp-content\/uploads\/infographic-cropped-8.png 400w, https:\/\/www.getstoryshots.com\/wp-content\/uploads\/infographic-cropped-8-133x300.png 133w, https:\/\/www.getstoryshots.com\/wp-content\/uploads\/infographic-cropped-8-5x12.png 5w\" sizes=\"(max-width: 400px) 100vw, 400px\" \/><\/figure>\n<\/div>\n\n\n<h2 class=\"wp-block-heading\">Related Book Summaries<\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/www.getstoryshots.com\/books\/measure-what-matters-summary\">Measure What Matters<\/a> by John Doerr<\/li>\n\n\n\n<li><a href=\"https:\/\/www.getstoryshots.com\/books\/who-not-how-summary\/\" data-type=\"post\" data-id=\"96478\">Who Not How<\/a> by Dan Sullivan<\/li>\n\n\n\n<li><a href=\"https:\/\/www.getstoryshots.com\/books\/the-effective-executive-summary\">The Effective Executive<\/a> by Peter Drucker<\/li>\n\n\n\n<li><a href=\"https:\/\/www.getstoryshots.com\/books\/crossing-the-chasm-summary\/\" data-type=\"post\" data-id=\"56561\">Crossing the Chasm<\/a> by Geoffrey Moore<\/li>\n\n\n\n<li><a href=\"https:\/\/www.getstoryshots.com\/books\/the-4-disciplines-of-execution-summary\">The 4 Disciplines of Execution<\/a> by Chris McChesney, Jim Huling, and Sean Covey<\/li>\n\n\n\n<li><a href=\"https:\/\/www.getstoryshots.com\/books\/blue-ocean-strategy-summary\">Blue Ocean Strategy<\/a> by W. Chan Kim and Ren\u00e9e Mauborgne<\/li>\n\n\n\n<li><a href=\"https:\/\/www.getstoryshots.com\/books\/the-art-of-war-summary\">The Art of War<\/a> by Sun Tzu<\/li>\n\n\n\n<li><a href=\"https:\/\/www.getstoryshots.com\/books\/leadership-strategy-and-tactics-summary\">Leadership Strategy and Tactics<\/a> by Jocko Willink<\/li>\n\n\n\n<li><a href=\"https:\/\/www.getstoryshots.com\/books\/the-21-irrefutable-laws-of-leadership-summary\">The 21 Irrefutable Laws of Leadership<\/a> by John C. Maxwell<\/li>\n\n\n\n<li><a href=\"https:\/\/www.getstoryshots.com\/books\/competitive-strategy-summary\">Competitive Strategy<\/a> by Michael Porter<\/li>\n\n\n\n<li><a href=\"https:\/\/www.getstoryshots.com\/books\/built-to-sell-summary\/\" data-type=\"post\" data-id=\"59253\">Built to Sell<\/a> by John Warrillow<\/li>\n\n\n\n<li><a href=\"https:\/\/www.getstoryshots.com\/books\/how-the-mighty-fall-summary\/\" data-type=\"post\" data-id=\"87956\">How The Mighty Fall<\/a> by Jim Collins<\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>Pourquoi certaines entreprises font le saut... et d'autres non Good to Great de Jim Collins r\u00e9v\u00e8le comment les entreprises peuvent passer de la m\u00e9diocrit\u00e9 au leadership sur le march\u00e9 ; ce r\u00e9sum\u00e9 de Good to Great d\u00e9voile des strat\u00e9gies pour transformer votre entreprise - pr\u00eat \u00e0 faire le saut ? \ud83d\ude80 \ud83c\udfa7 Allemand \ud83c\udde9\ud83c\uddea | Fran\u00e7ais \ud83c\uddeb\ud83c\uddf7 | Espagnol \ud83c\uddea\ud83c\uddf8 La vie est bien remplie. 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