First, that "management" -- the tools and methods we use to mobilize resources to productive ends -- is one of humankind's most important social technologies.
Second, that the "management model" that predominates in most large organizations is now seriously out-of-date. This model has its roots in the late 19th century, and was invented to solve one overriding problem: how to get semi-skilled human beings to do the same things over and over again, with perfect replicability and ever-increasing efficiency. This was, and is, an important problem, but it is not the most important challenge for today's organizations.
Third, that we must, therefore, reinvent management in ways that will make large organizations fundamentally more adaptable, more innovative and more inspiring places to work -- that will, in short, make them as human as the individuals who work within them.
I like very much these beliefs, they are concise and precise. The complete list with 25 goals can be seen here. However, I'd like to stop in the first goal:
1.- Ensure that management's work serves a higher purpose. Management, both in theory and practice, must orient itself to the achievement of noble, socially significant goals.
Well, if you read the last post from Rosabeth Moss Kanter's blog in HBR "The Power of Old Ideas", perhaps you'll agree with me that previous goal is missed by the managers described there. Think about that and comment.