![]() ![]() Mistake #2: Depriving people of the chance to have a stake in the organization.īy consolidating his power, the Emperor didn't just ensure that his organization wouldn't survive his death. Realistic succession plans are vital to developing an enduring organization. Responsibility should be distributed on several fronts, so that chaos doesn't ensue if one person can't be reached. Key Takeaway: Your organization needs to be structured so that talent is being developed on all levels of the organization, in order to ensure smooth functioning and ensure that it's easy for people to rise in the organization in the event that key individuals leave. ![]() Despite his decades of scheming, Palpatine's organization barely lasted a day after he was gone. A galaxy-wide organization was defeated simply by taking out two key individuals. Anytime your future plans depend on getting a rising star from a rival organization to join your team, you know that you have some serious institutional issues.Īs the events of the movie make clear, the deaths of the Emperor and Darth Vader pretty much eliminated any opportunity for succession. By the time Return of the Jedi rolls around, the Emperor's only advisor is Darth Vader, and his distrust in his organization is so complete that his only plan for succession is a desperate attempt to poach Luke Skywalker from the Rebel Alliance and get him to join his organization. In A New Hope, the Galactic Senate is disbanded in favor of regional governors hand-selected by the Emperor. ![]() There is a constant through line we see starting with A New Hope and running through to the end of the Return of the Jedi of the Emperor consolidating more and more power into his own hands and that of his right-hand man, Darth Vader. Perhaps the biggest mistake of the Galactic Empire made is its singular focus on the preservation of power for the Emperor and a few of his chosen lackeys. Mistake #1: Building an organization around particular people, rather than institutions. ![]()
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