Companies that depend upon and highly value the contribution of intellectual capital to good strategy execution, generally do NOT

A. provide their employees with challenging, interesting, and skill-stretching assignments and also rotating them through jobs that not only have great content but also span functional and geographic boundaries.

B. implement rewards and benefits programs such as promotions, salary increases, performance bonuses, stock options, and other perks.

C. invest time and money into coaching underperformers and benchwarmers to improve their skills and capabilities.

D. encourage their employees to challenge existing ways of doing things, to be creative and innovative in proposing better ways of operating, and to push their ideas for new products or businesses.

E. foster a stimulating and engaging work environment so that their employees will consider the company a great place to work.