The Culture of Execution….Episode #1

I am currently reading a book titled:  Execution: The Discipline of Getting Things Done, by Larry Bossidy, Ram Charan and Charles Burck.


The book is great; it talks about the culture of getting things done “Execution”.  I loved the book because it is very practical and includes real life examples.  It is not like other management books where they speak very theoretical and ask you to follow techniques that can not really be applied in real life.  The way they explained some real life examples and why people failed or succeeded is wonderful. 

I am still reading the book and I will be writing more posts on it as I complete reading.  Today I want to share with you one of the points mentioned:  

They say that a manager or leader can not just simply meet with his staff and discuss goals and tell them to do certain tasks.  You have to assign! i.e. you have to set deadlines and distribute responsibilities.  Someone has to take charge of the task you are assigning so that you can get back to him when things go wrong. And this is not enough either, you have to get involved. You have to know what is going on.  If you do not get involved and help out when needed, you will wait until the deadline comes and discover a disaster.  Being a manager does not mean to be out of the picture or do not know what your staff is doing.  You have to make sure they are on the right track.  This is the execution culture, to know how to get things done.  Not just boss around and order your staff and then not to know anything about real life execution and the possible obstacles. 

Larry Bossidy said something very wise in the book: “Many people regard execution as detail work that is beneath the dignity of a business leader. That is wrong, to the contrary, it is a leader’s most important job.” 

We have this defect in Egypt.  Most managers think they are too important to get involved in the execution.  They pretend to be busy all the time and their staff can not meet with them to discuss their daily challenges.  This does not mean of course that a manager will leave his responsibilities to do the work himself, but he has to be the coach.  And to be the coach you have to know what is going on to be able to lead.

In my coming posts I will mention some of the real life examples they included in the book and will continue highlighting the important points they mentioned to clarify how we can have the culture of execution…….so stay tuned!


2 thoughts on “The Culture of Execution….Episode #1

  1. Thank you Doha for sharing … I don’t know if I’m right or not but I think I have dealt with both (the manager who comments on every detail and the manager who focus on results) and I thought it will be more comfortable and reliable if we leave the member doing the task with whatever the way he want. On the other side we can keep an eye on the way in which things are done.. I mean it is terrible to know that someone is checking in details what I’m doing and how and suggesting ways to get things done; as everyone has his own way to get things done -I haven’t got the manager’s mind-. Again I haven’t got the experience to judge, it was just a thought to share.

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