
When Ford faced bankruptcy, Alan Mulally orchestrated history's greatest corporate turnaround without government bailouts. "American Icon" reveals the leadership secrets that saved an American legend - endorsed by Lee Iacocca as "a story of leadership that offers valuable lessons for organizations of all sizes."
著者の声を通じて本を感じる
知識を魅力的で例が豊富な洞察に変換
キーアイデアを瞬時にキャプチャして素早く学習
楽しく魅力的な方法で本を楽しむ
In 2006, Ford Motor Company was dying. The iconic American automaker was hemorrhaging billions, market share was plummeting, and bankruptcy loomed on the horizon. The company that revolutionized manufacturing with the Model T had become a dysfunctional mess of warring fiefdoms and entrenched bureaucracy. Into this desperate situation stepped Alan Mulally, an aerospace executive with zero automotive experience but a reputation for transformation at Boeing. What followed was one of the most remarkable corporate turnarounds in business history. While competitors General Motors and Chrysler would soon accept government bailouts, Ford charted a different path. The company mortgaged everything-including its famous Blue Oval logo-to secure $23.6 billion in financing just before credit markets froze. This desperate gamble, combined with Mulally's leadership revolution, allowed Ford to weather the storm independently. Ford's troubles didn't develop overnight. The company had followed a troubling pattern throughout its history: periods of brilliant innovation followed by complacency and decline. Henry Ford revolutionized manufacturing with the Model T and assembly line, but then stubbornly refused to update his creation even as consumer preferences evolved. This cycle repeated with the Taurus sedan in the 1980s-a revolutionary design that became America's best-selling car, only to lose its edge when Ford failed to significantly update it while Japanese competitors continuously improved. The company's DNA carried another problematic trait: Henry Ford's autocratic leadership style. He refused to delegate authority and created a toxic corporate culture prioritizing blind obedience over innovation. This approach became embedded in Ford's culture, creating organizational silos where executives protected their territories rather than collaborating.
『American Icon』の核心的なアイデアを分かりやすいポイントに分解し、革新的なチームがどのように創造、協力、成長するかを理解します。
『American Icon』を素早い記憶のヒントに凝縮し、率直さ、チームワーク、創造的な回復力の主要原則を強調します。

鮮やかなストーリーテリングを通じて『American Icon』を体験し、イノベーションのレッスンを記憶に残り、応用できる瞬間に変えます。
何でも質問し、声を選び、本当にあなたに響く洞察を一緒に作り出しましょう。

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