Page 291 - Ray Dalio - Principles
P. 291

Many people who run other organizations have adopted some
                       of  these  principles,  modified  others,  and  rejected  many.
                       Whatever  you  want  to  do  with  them  is  fine  with  me.  These

                       principles provide a framework you can modify to suit your
                       needs. Maybe you will pursue the same goal and maybe you
                       won’t; chances are that, in either case, you will collect some
                       valuable  stuff.  If  you  share  my  goal  of  having  your
                       organization be a real idea meritocracy, I believe this book will
                       be invaluable for you because I’m told that no organization has
                       thought through or pushed the concepts of how to make a real

                       idea  meritocracy  as  far  as  Bridgewater.  If  doing  that  is
                       important  to  you  and  you  pursue  it  with  unwavering
                       determination you will encounter your own barriers, you will
                       find your own ways around them, and you will get there, even
                       if imperfectly.

                          While these principles are good general rules, it’s important
                       to remember that every rule has exceptions and that no set of

                       rules  can  ever  substitute  for  common  sense.  Think  of  these
                       principles as being like a GPS. A GPS helps you get where
                       you’re going, but if you follow it blindly off a bridge—well,
                       that would be your fault, not the GPS’s. And just as a GPS that
                       gives bad directions can be fixed by updating its software, it’s
                       important to raise and discuss exceptions to the principles as

                       they occur so they can evolve and improve over time.

                          No  matter  what  path  you  choose  to  follow,  your
                       organization is a machine made up of culture and people that
                       will  interact  to  produce  outcomes,  and  those  outcomes  will
                       provide  feedback  about  how  well  your  organization  is
                       working.  Learning  from  this  feedback  should  lead  you  to

                       modify  the  culture  and  the  people  so  your  organizational
                       machine improves.

                          This  dynamic  is  so  important  that  I’ve  organized  Work
                       Principles  around  it  in  three  sections:  To  Get  the  Culture
                       Right, To Get the People Right, and To Build and Evolve Your
                       Machine.  Each  chapter  within  these  sections  begins  with  a
                       higher-level  principle.  Reading  these  will  give  you  a  good

                       sense of the main concepts in each chapter.
   286   287   288   289   290   291   292   293   294   295   296