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Most executives have a big, hairy, audacious goal. They write vision statements, formalize procedures, and develop complicated incentive programs--all in pursuit of that goal. In other words, with the best of intentions, they install layers of stultifying bureaucracy. But it doesn't have to be that way. In this article, Jim Collins introduces the catalytic mechanism, a simple yet powerful managerial tool that helps translate lofty aspirations into concrete reality. Catalytic mechanisms are the crucial link between objectives and performance; they are a galvanizing, nonbureaucractic means to turn one into the other. What's the difference between catalytic mechanisms and most traditional managerial controls? Catalytic mechanisms share five characteristics. First, they produce desired results in unpredictable ways. Second, they distribute power for the benefit of the overall system, often to the discomfort of those who traditionally hold power. Third, catalytic mechanisms have teeth. Fourth, they eject "viruses"--those people who don't share the company's core values. Finally, they produce an ongoing effect. Catalytic mechanisms are just as effective for reaching individual goals as they are for corporate ones. To illustrate how catalytic mechanisms work, the author draws on examples of individuals and organizations that have relied on such mechanisms to achieve their goals. The same catalytic mechanism that works in one organization, however, will not necessarily work in another. Catalytic mechanisms must be tailored to specific goals and situations. To help readers get started, the author offers some general principles that support the process of building catalytic mechanisms effectively.

Companies that enjoy enduring success have a core purpose and core values that remain fixed while their strategies and practices endlessly adapt to a changing world. The rare ability to balance continuity and change--requiring a consciously practiced discipline--is closely linked to the ability to develop a vision. Vision provides guidance about what to preserve and what to change. A new prescriptive framework adds clarity and rigor to the vague and fuzzy vision concepts at large today. Managers who master a discovery process to identify core ideology can link their vision statements to the fundamental dynamic that motivates truly visionary companies--that is, the dynamic of preserving the core and stimulating progress.

Granite Rock is an exceptionally well-run company and has consistently gained market share in a commodity business dominated by multinational giants, in spite of a 6% price premium. The case contains a brief history of Granite Rock from its founding in 1895 until 1992, the year the company received the Malcolm Baldrige National Quality Award. Gives an opportunity to observe an ideologically driven company that has put its values to work for the company. Discusses the inner workings of Granite Rock, which is rich with mechanisms and management practices that drive the organization to continually improve the critical aspects of its business. The entire organization and management are driven by a passion for the process of continuous improvement. Illustrates how processes and mechanisms can be institutionalized so that a company can become an exciting and vibrant "ticking clock."

Presents a framework for understanding organizational vision. "Vision" is a term frequently used by academics and practicing managers, but there has been a scarcity of clear concepts and useful tools--in short, the absence of a coherent conceptual framework. This article develops a framework that removes the fuzziness surrounding the topic of vision yet at the same time preserves the magic--the spark--that is an essential quality of vision.

Follows a very creative founder and his business in becoming major forces in the sport and industry of cycling. Looks at a creative and visionary individual, Jim Gentes, and some of the important questions he faced as his first product (a revolutionary new bicycle helmet) became a market success. Details Jim's start-up experiences, including his beginnings when he stocked inventory in his bedroom, used his garage as a manufacturing plant, and expanded by trading a helmet with his neighbor for use of his garage. Giro maintained the highest quality and eventually placed its superior product on the heads of the sport's most respected athletes. Giro leveraged this reputation as the "helmet of champions" as Gentes worked hard to maintain the company's standards. His helmet became well-known among cycling enthusiasts and marketers, eventually garnering a reputation as an extemely "hot" new product. Along with success, the business became increasingly more complicated, and an increasing number of issues required more attention.

Explores many of the issues that face rapidly growing venture-backed companies in high technology industries. Provides an opportunity for students to examine the issues involved in managing a cash flow crisis. Begins with the new MIPS CEO, Robert Miller, facing a number of serious problems. Overall, MIPS has been performing poorly. When Miller assumes his position, the company's cash account contains only $700,000 less than one month's funds. His cash problems are compounded by serious internal disagreement between the company's functional departments, which hold differing points of view regarding the direction the company should take both strategically and tactically. Provides a history of the company and its technology, beginning with its founding in 1983 based on a completely new technology that had been developed at Stanford University. Describes the goals of founding management and the company's subsequent difficulties in meeting these expectations. Students are asked to put themselves in the role of the CEO, examining what options they have and what process should they follow to reach a solution.