Who Likes Peanut Butter Anyway?

I never liked peanut butter, so that may be the reason why Brad Garlinghouse's memo resonnated with me. His Peanut Butter Manifesto gives us a lesson in leadership. It is the responsibility of senior management to lead the march for change and to clearly articulate why it is happening. I found Brad's manifesto effective at doing so. Ironically enough, it would probably resonnate true with quite a few organizations were you to replace the product names. Organizations often tend to spread peanut butter when they are reluctant to refocus their business and align it with clearly articulated strategic direction. To be successuful, every organization should have:

• A focused, cohesive vision
• Clarity of ownership and accountability
• Decisiveness

The drama of working out internal company issues in public is unusual but quite entertaining. I am not sure what are the benefits for a Yahoo! executive to do so. But, his call for change should be applauded. Too many executives often do so too late. Knowing when is the right time to call for change is hard, looks like that time has come at Yahoo!. Now, let's see how successfully, Yahoo! can refocus its business. Will Brad lead the charge?