Theory of Success in What Got You Here Won’t Get You There, by Marshall Goldman

What Got You Here Won’t Get You There

In his book What Got You Here Won’t Get You There, Marshall Goldman puts forth the theory that success itself can lead to future failures if those who succeed become complacent and don’t recognize our ability to become stagnant. He brings forth concepts that exalt our faults as virtues, simply because our faults are who we are. As individuals, we exhibit behavior that defines us. Goldman stresses the obvious in that our habits and shortcomings if unaddressed, can lead to inconsistencies and even challenges. He notes that for the continued growth of leadership, mindfulness in all areas of life cannot be understated and under groomed.

Areas that may prevent a leader and by default an organization from remaining successful. Goldman notes a “360-degree feedback” method. Goldman stresses a microanalysis approach with an individual review of behavior that may lend itself to an unconscious “successful” mindset. Throughout his books expands the micro results on a more macro scale as it relates to wellbeing and success of the organization. This system of feedback is rigorous and is likely to identify traits not necessarily cited on an annual review or evaluation form. The “360-degree feedback” is a comprehensive assessment, followed by a thorough dialogue of the cited behavior, with particular focus on that which may inhibit growth.

Essentially Goldman is targeting the idea that success does not mean adaptability. He is saying that future success, or failure, is dependent upon recognizing and working on the need to adapt and to also be mindful of habits that could hinder potential. In the first portion of his book, Goldman challenges the reader to embrace the “I Have Arrived” mindset which comes...

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...articipants to make four commitments:

1. Let go of the past. 2. Tell the truth. 3. Be supportive and helpful—not cynical or negative. 4. Pick something to improve yourself—so everyone is focused more on “improving” than “judging.”

The next steps include:

Apologize for any damage your behavior may have caused and then let go. Advertise After you apologize, you must advertise. You must announce the areas in which you plan to change. This process requires more than your apologies and saying you’re trying to be better, you must drill it into people repeatedly, until they’ve internalized the concept. Listening requires having the ability to concentrate and make the other person believe that you are with them. They should feel as though they are important and the only other person in the room during a conversation.

Works Cited

Rachel Barr

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