The corporate world is full of bright minds who come up with great tools for management. These tools were specifically designed to solve certain management problems, and when applied to these problems, deliver great results. But there are not wonder drugs. They cannot solve all management problems. If we try to use a certain management tool to solve a problem that it was not designed for, we may not solve the problem and we run the risk of aggravating the problem. For example, a tool meant for goal management would probably have an averse effect on morale when used for personnel evaluation.
At the same time, we should also guard against management tools being used as career advancement tools. It looks and sounds great that a bright young mind learnt this new tool from somewhere else and finds a way to implement it within the company. But we need to ask ourselves if the tool being implemented is really solving a problem that we had in the first place, or are we making up the problem just so that this tool can be implemented for us to look good.
At the same time, we should also guard against management tools being used as career advancement tools. It looks and sounds great that a bright young mind learnt this new tool from somewhere else and finds a way to implement it within the company. But we need to ask ourselves if the tool being implemented is really solving a problem that we had in the first place, or are we making up the problem just so that this tool can be implemented for us to look good.
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