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	<title>Directionally Correct &#187; collaboration</title>
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	<description>Thoughts About the Corporate World We Live In</description>
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		<title>Spark!</title>
		<link>http://russaebig.com/directionallycorrect/2010/07/27/spark/#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
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		<pubDate>Tue, 27 Jul 2010 13:22:17 +0000</pubDate>
		<dc:creator>Russ Aebig</dc:creator>
				<category><![CDATA[Consulting]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Management]]></category>
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		<description><![CDATA[Spark.  The sound of an idea coming to life.  Once born, it will seek out other ideas and inspire people to build on it, growing into and morphing into many other shapes and sizes... <a href="http://russaebig.com/directionallycorrect/2010/07/27/spark/">Continue reading <span class="meta-nav">&#8594;</span></a>]]></description>
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		<title>Next Level Thinking</title>
		<link>http://russaebig.com/directionallycorrect/2010/07/18/next-level-thinking/#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
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		<pubDate>Sun, 18 Jul 2010 16:57:43 +0000</pubDate>
		<dc:creator>Russ Aebig</dc:creator>
				<category><![CDATA[Consulting]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Management]]></category>
		<category><![CDATA[Process]]></category>
		<category><![CDATA[acceleration]]></category>
		<category><![CDATA[change]]></category>
		<category><![CDATA[collaboration]]></category>
		<category><![CDATA[consultant]]></category>
		<category><![CDATA[ecosystem]]></category>

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		<description><![CDATA[Changing your way of thinking is not easy. Culture, habit, and time pressures conspire to keep the things as they are. getting to the next level, regardless of what level that may be, requires this very change however... <a href="http://russaebig.com/directionallycorrect/2010/07/18/next-level-thinking/">Continue reading <span class="meta-nav">&#8594;</span></a>]]></description>
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		<title>Do Values Scale?</title>
		<link>http://russaebig.com/directionallycorrect/2009/01/17/do-values-scale/#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://russaebig.com/directionallycorrect/2009/01/17/do-values-scale/#comments</comments>
		<pubDate>Sat, 17 Jan 2009 23:23:54 +0000</pubDate>
		<dc:creator>Russ Aebig</dc:creator>
				<category><![CDATA[Management]]></category>
		<category><![CDATA[People / Talent]]></category>
		<category><![CDATA[collaboration]]></category>
		<category><![CDATA[growth]]></category>
		<category><![CDATA[life cycle]]></category>
		<category><![CDATA[net generation]]></category>
		<category><![CDATA[values]]></category>
		<category><![CDATA[workforce dynamics]]></category>

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		<description><![CDATA[Recently I had the opportunity to dine with Ken Majer who has been doing outstanding work in the area of values and their effect on companies.    He makes a great case that the corporate values should be established before the vision, and mission of a company as misalignment of values will inadvertently cause the strategies to fail during execution.

From a company growth perspective, companies in start-up mode typically involve only a handful of people.  It will also be likely that each of these people will hold in common a value set, and be passionate about these values.  Everyone in these companies will typically wear many hats and quite often cover for each other.  In a small company, if these people did not share the same values they likely could not coexist.  Likewise, if they did not share a passion for what they were doing they would likely not be in a start-up. <a href="http://russaebig.com/directionallycorrect/2009/01/17/do-values-scale/">Continue reading <span class="meta-nav">&#8594;</span></a>]]></description>
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