1. Good to Great First Who…Then What

2. Getting the right people 3 Truths: • Begin with “who” • How to motivate and manage people largely goes away • Great vision without great people is irrelevant

3. Humility Like Lincoln was with his cabinet, Cooley believed surrounding himself with talent he needed and may even have lacked would prove beneficial. Contrary to what most believe, layoffs are not necessarily indicators of a successful future.

4. Not a “Genius with a Thousand Helpers” The company is a platform for the talents of an extraordinary individual. Cork Walgreen had a gift for seeing which people should go in which seats.

5. It’s Who You Pay, Not How You Pay Them Compensation should be attractive to get the right people in the first place, then to keep them there. Great companies want people who want to do the right thing.

6. Rigorous, Not Ruthless Rigorous ruthless • Consistently applying exacting standards at all times and at all levels • Hacking and cutting, especially in difficult times, or firing people without any thoughtful consideration.

7. Rigorous, Not Ruthless “The only way to deliver to the people who are achieving is to not burden them with the people who are not achieving.” —Wells Fargo executive Rigor in a good-to-great company applies first at the top, focused on those who hold the largest burden of responsibility.

8. How to be Rigorous 1. When in doubt, don’t hire—keep looking. 2. When you know you need to make a people change, act. 3. Put your best people on your biggest opportunities, not your biggest problems.

9. First Who, Great Companies,and A Great Life “The Other Love Affair” Intrinsic Motivation! Long term Networks are Built!

10. Take-Away Get the Right People On; The Wrong People Off! Level 5 Leadership > Genius With a Thousand Helpers GTG are Rigorous not Ruthless. Compensation is To Keep the Right; Not Reward The Wrong. People Are Not Your Most Important Asset: The Right People Are!