• How do we grow our revenues?
• How can we manage costs better in the future?
• How can we retain our customers?

Beep!!! Too late! You should have answered this question yesterday!

While your manager uses the words business development strategy even to decide how many rolls of toilet paper will be bought next month, nothing really gets done. He never thinks ahead more than 2 years time. After that period or sooner he will be working for the competition bragging about his contribution to your strategy.

Strategy is not just a buzz word.  The same goes for business intelligence strategy. It is everything you do every minute except when you stay still. As an organization you must invest in people that define, plan, implement and review and let this attitude be your organizational culture.

Do not hire somebody that tells you: “I know where I am going and how to get there.” Find somebody that does it already.

• Openness – creativity and innovation vs. status quo
• Conscientiousness – responsibility and positive motivation vs. unreliability
• Extraversion – energy and positive emotions vs. lack of involvement and introversion
• Agreeableness – friendliness and generosity vs. extreme self-interest
• Neuroticism – emotional stability vs. negative emotions and depression

I have noticed the tendency, in current research, of the newest theory to make peace with the past. Usually the result is a combination of the old theories, each of them applying to specific aspects in the new one.

In organizational behavior the most accepted theory related to the role of personality is the interactionist approach. This theory is the result of mixing another two:

• The dispositional approach – an individual possesses stable traits or characteristics that influence his/her attitudes and behaviors
• The situational approach – characteristics of the organizational setting such as rewards and punishment influence employees’ feelings, attitudes, and behavior

According to the interactionist approach, organizational behavior is a function of both disposition and the situation. When the rules of an organization and the description of the role are not clearly specified and imposed, personality makes a difference. When the rules and role are defined the personality is less important and its manifestation does not affect the work environment.

O.C.E.A.N. is important. The most important predictor of career success remains intelligence (IQ) – separate topic (to follow).

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It seems that these two go together. But motivation alone is not enough. Stupid people with good intention are the worst you can get.

What makes motivation a base for performance are the following factors.

• The OCEAN
• IQ – general cognitive ability
• EQ – emotional intelligence
• Understanding of the task
• Luck

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