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America's Ivy League Universities and policy that creates a meritocracy which runs contrary to the vision of Washington,  Lincoln, TR and FDR of access to quality education for all. This is how America thrived and how it retains its vigor and resilience over the last 250 years. The emphasis needs to go back to educating a new generation rather than the mere proliferation of research some of it superfluous to the true goal of educating.

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Business top management in Germany comes from the top 2-4% of Germany's population in education, wealth and upbringing in 2025. Sociologist Michael Hartmann, a professor at Darmstadt University of Technology, has found that for the last 100 years the top managers and boards of 400 largest German companies are made up mostly of sons of business executives and people with a advanced higher education background, that this has not changed much over that period.

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Lessons Murthy learned along the way to making Infosys what it is. First, be the company you aspire to be. For Infosys this meant contributing to clients and to society around it in India. Second, transparency. Third, 5 lessons for winning markets. First lesson is listen to ideas, open to the young minds especially. Second lesson is meritocracy, decide objectively based on data. Third lesson is benchmark best practice and competitors. Fourth lesson is continuous improvement and maintaining pressure to do better always. Fifth lesson, build aspirations, raise aspirations, this changes ordinary people into extraordinary achievers.

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The Economist magazine looks at the mess that Brexit has become and reflects on what this means. The first explanation is that Britons always loathed the evolution of the common market into the European Union. The second that Brexit was simply a result of a simmering civil war between the successful metropolitan  liberal parts of Britain and the provincial conservative parts of Britain. A third one is seen as equally plausible that the country's leadership has failed, that its model of leadership is coming apart.  It says the problem is the chumocracy with David Cameron made the poor decision to go for a referendum on the EU without thinking this through carefully, taking risks with the future of Britain for the sake of narrow party interests. 51% and you are out of the EU was never a fair option when major decisions of such type are handled with great care, even confronted with less momentous decisions other countries use two stage votes or call for super majorities. Basically the whole referendum was flawed to begin with and the people making the decision gambled with the future of Britain and the British economy.  The Economist magazine says the current candidates for Tory leadership, are all inadequate, one even suggesting that Britain should not balk at leaving the EU with no deal because it would create a temporary shortage of Mars bars. It looks at the leaders class in Britain as says it preserves many of the failures of the old establishment by being introverted and self-serving. It sees less expertise and more bluff in their backgrounds in public relations, journalism (Cameron, Johnson) and lighter experience (May as analyst), and sees a singular lack of self restraint because it believes it comes out merit based selection compared to the old establishment. What the Economist magazine sees is meritocracy transformed into crony capitalism for Blair in Labour party and Cameron, Osborne in the Conservative Party. One of the problems it says is the erosion of other ways to enter the leadership ranks from a range of places- business, unions, local government, working class talent, and other places- something that existed in the early postwar years to the sixties. Gradually a shift is taking place already to create new options and broaden the places from which leaders can emerge for broader more effective selection. ...

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Andy Grove of Intel teaches a class at Stanford- he taught aclass earlier this year- and talks about his experiences. Some see Grove's disciplined management style as areflection of his experience escaping the Nazis from Czechoslovakia. Dr Grove says it comes from his experience at the CIty COllege of New York He recounts this in one of his books, where aparticular Professor helped mentor him but who was in the beginning very tough on the young Grove. Grove says that what impressed him most in those early years at City College was the way hard work and talent were rewarded and where students challenged their Professors without any attention to rank. Interestingly this is still true at many universities, and meritocracy prevails there. The opposite is true when one thinks of this at many corporations which gradually fall into astultifying mode where senior managers are not challenged and politics prevails. GM is a good example. Grove says he experienced this at Fairchild -where he worked with computer chip pioneers Moore and Noyce -with its elitist, back-stabbing and lax corporate culture. Senior executives at Fairchild walked in whenever they felt like, and younger employees were penalized or fired for similiar behaviour. When he took charge at Intel Grove imposed a strict arrival time of 8 am with latecomers forced to sign asheet. He also did not go along with trends like flexi-time and teleworking. He became known as ablunt and demanding manager, but afairminded boss who rewarded good ideas whatever the source. Asked about the strict arrival time Grove says that people don't understand that he was never that disciplined himself and he was not even amorning person. His view is that he wanted to avoid what he saw as aoutrageous double standard at Fairchild. With a better culture he was able to attract the best talent to Intel, and he used the strong discipline to improve the lousy manufacturing at Intel. Three decisions shaped Intel. The first, is the recognition of the strategic inflection point when current strategy is no longer viable, because unanticipated external forces make an existing business strategy obsolete. This happened when Intel got clobbered by the Japanese in the memory chip field it had dominated. And at such moments there are internal forces and inhibitions to overcome that make starting over or doing something totally different extremely difficult. For Intel this was the habit forming tendencies from having done one thing so well- the companies roots and the founders and engineering staff's knowledge and preferences lay in memory chips- such that that it became an emotionally stormy thing to break from this past. Grove made a complete U turn to go in another direction which he describes so well in his book -Only the Paranoid Survive. Timing is critical, and instinct and judgement is all that you have got to rely on. Its like a group of hikers in the woods and after suspecting that they are on the wrong track one of them says, "Hey guys I think were lost." Grove even describes the scene with acomparison to a scene in the World War II movie Twelve O'Clock High, where a new commander is called in to straighten out an unruly and undisciplined squadron of fliers in sel-destruct mode. The commander on his way to take charge, stops his car, steps out smokes acigarette while gazing into the distance. Then he he throws the cigarette down, grinds it with his heel and tell his driver "Okay Sergeant, lets go." Grove says he related to this scene in this decision at Intel, with every fiber of his being experienced this crisis personally, and learned what it takes to claw your way through a strategic inflection point, inch by excruciating inch. He says it takes objectivity, the willingness to act on your convictions, and the passion mobilize people into supporting those convictions. The second and third decisions was less gruelling but also courageous. The Intel Inside advertising campaign meant building abrand with customers even though Intel had never done this before. The decision to not have secondary suppliers and press the issue of manufacturing quality within Intel till Intel got it right also had never been done before. Andy Grove's strategic inflection point is what GM missed and set the process in motion towards bankruptcy. See the links in Intelilinks. The management style is also relevant to that discussion. Grove also provides insights in the Cross-Industry Insight Mechanism. He sees strategic inflectionpoints in autos and health care industries. He says the auto industry is going to be increasingly divorced from oil and the next big company will come in the auto battery technology field. He also believes health care and the pharmaceutical industry can learn from chipmaking. The clinical trials in pharmaceuticals take way too long, are slow-moving and bureaucratic. The pharmaceutical firms can learn from the fast "knowledge turns" in chipmaking, so that cycles of learning are accelerated....