1. By Michael Saunders

2.  In his book the ―Start of Up of You,‖ LinkedIn
Chairman Reid Hoffman, asserts that
individuals should think of themselves and
their careers metaphorically as start up
companies—in other words as organizations.
 He put forth the idea of thinking of one‘s self
as in ―Permanent Beta‖—meaning that one
must always learn new skills in order to adapt
to changing market realities.

3.  Worley‘s thinking with respect to
organizational design has applicability to
individuals.
 Using the metaphor of one‘s self as a start up
company in ―Permanent Beta‖ and then
applying that thinking to the change principle
outlined in Worley‘s article would be
beneficial at the level of individual as well as
organizational design.

4.  ―What is needed is an organizational
effectiveness model that is built on the
assumption that continuous change is simply
business as usual.‖ – Worley.
 Major organizations have reflected this principle
in their core values.
 For example, Zappos Core Value 2: ―Embrace and
Drive Change‖

5.  Corollary to the change principle: There is
no sustainable, long-term competitive
advantage.
 ―Instead of seeking a single sustainable
advantage, built-to-change companies
must continually pursue a series of short-
term competitive advantages.‖ – Worley
 Because of the change principle, a mindset
of ―Permanent Beta‖ and the lifelong
learning that goes with it is a must for
discovering new competitive advantages.

6.  ―Instead of ‗What do we do well?‘ … ‗What do we
need to learn?‘‘; ‗How do our current capabilities
need to evolve?‘; and ‗What new capabilities do we
need to develop?‘‖ – Worley
 These questions are highly relevant not just at the
organizational level, but also at the individual level.
 If the individuals in an organization were to adopt
such principles, the whole of the organization
would benefit.

7.  Lifelong learning is as vital to organizations
as it is to individuals.
 In many ways, this rationale provides the
foundation for why I am in the USC MCM
program.