As the title implies, the book suggests six "lessons" that organizations can use to improve their performance. These are:
- Define the full potential of your business through extensive due diligence.
- Develop a detailed blueprint for how you are going to achieve that potential.
- Accelerate performance by matching the right people to the right tasks and measuring the right things.
- Hire the right people by offering the right incentives and recruiting a useful board
- Make equity "sweat" by loading up on debt and squeezing every last cent from your working capital.
- Inculcate a "results culture" throughout the firm so that everyone works with the mind-set of a private-equity investor.
Now, as the review points out, most people may say - "So what?" - that's always the intent. But those of you that have experience working in a variety of organizations can quickly attest to the fact that any and all of these rules are violated at any given time.
The simple fact is that if rules similar to these are applied, the rigor around execution improves, and these lessons therefore serve as a nice "gut check" as management evaluates the strategic direction of an effort and the way that they are undertaken.
The reviewer takes exception to the authors' simplicity, and uses #5 as an example. Although I agree with the reviewers assertion that debt can be both a problem and a burden, my sense is that he was taking the interpretation of the lessons more literally than they may have been intended.
The central point is that the more exceptional PE firms do a better job of focusing an organization's efforts on those things that truly matter - and they often do that by making sound economic and strategic decisions that can be more difficult for corporate incumbents to undertake - for both personal and political reasons. By aligning incentives effectively around those decisions, they extract value.
That's a message that, however simple, all of us can learn from. But in the end, my friends, "the devvil is in the details"...

