3 Forms of Cringe-Worthy Copying

Show Notes

[00:00:01]
3 Forms of Cringe-Worthy Copying

[00:00:22]
Hire the Best Fallacy

[00:02:13]
Copying Competitors

[00:03:07]
Best Practices

 

 

Transcript

Tripp Babbitt: [00:00:01] Hi, I’m Tripp Babbitt with the effective executive, and I would like to talk about three forms of cringe worthy copying. Now, when I talk in terms of copying and talking terms of competitors, best practices and talent.

 

Tripp Babbitt: [00:00:22] And let’s just start with talent for a minute. Marissa Mayer of Google was hired into Yahoo! And she became known as the geek goddess. And she was going to she was a 20th employee of Google and she was going to be the savior of Yahoo! And I often see organizations make this mistake, they try and hire the best talent, you hear that term quite a bit. And in a matter of fact, when Marissa Mayer went into Yahoo! The first thing she says, well, I got all the wrong people, so I’ve got to get better talent within the organization. Well, the story basically goes. Marissa Mayer was a failure basically at Yahoo! And the reason that you can’t just take a person from another organization that’s been successful and put it into yours is because all systems are different. And this is at the heart of what my YouTube channel, my podcasts and everything is about, is that all systems are different. And just trying to supplant somebody with good talent, does it mean that they’re going to be able to have the same success in your organization as they had in another that copying different systems, often more often than not, leads to failure within your organization? Because there’s different people, there’s different technology, there’s different policies, there’s different culture.There’s an abundance of different things associated with trying to hire the best talent. So that’s the first thing.

 

Tripp Babbitt: [00:02:13] The second one is competitors. And this is probably done a lot also is, oh, you know, our competitor has this new product or service or whatever. And the problem with copying a competitor, a competitor is it will always leave you behind. You’re better off putting your efforts into innovation. Now, that said, if you’re with have a competitor that has a new product, there’s usually opportunity to improve on that product and to innovate on top of it. So, you know, taking it as a theory that can be better, but just outright copying, it will always leave you behind. So better to put your efforts into things like innovation where people are trying to copy you.

 

Tripp Babbitt: [00:03:07] The third thing is best practices, and I always love this one. Almost again, a lot of organizations find the best practice concept, and I think most of it came from technology because obviously if you’re coding software, it’d be nice to just code it one way as opposed to different ways. One of the reasons I don’t like technology as far as software goes is because it forces you into things that maybe aren’t right for your system, for your organization.

 

Tripp Babbitt: [00:03:42] But best practices assumes that there’s one best way to do thing. And I like the organizations I work with or the executives that I work with to think in terms that there’s always a better way and you need to be the one out there seeking to find what the better way is. A lot of times when you say the word to employees, we’ve got a best practice for that. Their brain shut down. Oh, well, OK. Well, we have to copy doing it that way. But if you’re going to get ahead addressing these three things or being aware of these three practices that are done in organizations with copying competition, doing best practices, hiring the best talent, you’re better off looking to your system and improving the entire system first as opposed to the people that are operating in it. A bad system will be a person, a good person every time. If you found this video helpful, this podcast helpful, whichever way you’re listening to it, please click the subscribe button, hit the bell. We release on a regular basis at least once a week and you’ll get more information like this to your inbox.

 

 

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