Part I: Why Requisite Organization Made Sense for My Enterprise

Speaker A I'm a Vistage member. It's a group of CEOs that meet once a month for a full day. And two years ago I was introduced to Requisite Organization, the theory behind it by our chair, Rick Oppenheimer. And every three months we read a new book and we report back on it. And the book I read was Social Power and CEO. And I remember it had a profound effect on me. It just seemed to make a lot of sense the book, a lot of the theories and a lot of the concepts. A number of us were pushing hard with Rick not to jump from fad to Fad, but to give us some underlying foundation that we could take implement in our business over a number of years to grow the business. To have an organization where mutual trust, no politics, people working together and trying to avoid a lot of the issues we seem to be processing as a group over and over again. Try to avoid those before being introduced to requisites to the organization. We or myself. I read a lot of business books specifically on leadership and on management and my frustration was growing because most of them generally were focused on individual cases where it was, for lack of a better word, seemed to be really subjective. As far as practical applications in my individual business wasn't based on good theory in my opinion and didn't seem to have a lot of practical applications, especially for a small business like myself. When I looked at Requisite organization, my background is technical and it really, I saw, was the only management theory that was based in science. So logic seemed to be the play there. And the more that I've gotten involved in it, read some additional books, but more importantly, talked to consultants who have lots of experience in this to get to where we want to in terms of not only growth getting people in right roles and the assumption all people are self motivated, if you can put them in the right role, it really builds their self esteem and frees them to do the best job possible. And again, trying to avoid classical things, personality conflicts, dysfunctional organizations. If you can get rid of those in an organization, it'd be a pretty happy place for most people to come work.