As
a manager, have you ever had the experience of trying to ‘make’ an employee
change, forcing an outcome from an employee to improve their performance or
even worse; have you ever attempted to have them work differently by
encouraging them to alter their natural work style, values, behaviors, beliefs and personality so they would perform
better in their role, or for the betterment of the company?
As leaders of people, we
often have to deal with ourselves to overcome the syndrome of
“I can fix and change people". As a peak performer in recruitment, for years I found myself placing the best and hiring the rest. As a small business owner, I was hiring 'C' candidates, because they were more affordable and selling myself on the myth that they would be better if someone just helped them and then I expended enormous amounts of my personal effort trying to overcome their ineffectiveness. My shortsightedness had me saving money on the front end and spending 3 times the savings on the back end. Until I went through a basic training from Vistage (formerly known as TEC), I was not present to the profit erosion that these non strategic hiring practices were causing.
Once having my eyes opened, I embarked on a hiring process development journey. I was committed to fixing my problem and I took courses on organizational assessment, behavioral interviewing, top grading, organizational development, personal transformation and executive coaching. Over the course of a decade I invested $100,000 in mastering 'putting the right people on the bus'. After much resistance and many breakthroughs, I finally learned the lesson handed down to me from my first mentor. "People are whole and complete and have everything they need to be successful, as long as you put the right people in the right role." It is your job to Choose Wisely"
There have been many books, articles,
lectures and even case studies written on this subject. Companies like General Electric, PepsiCo, Spielberg Productions, DreamWorks, Google, Microsoft, The Limited and more have all publicly stated that a KEY factor to their enormous success was the people they chose to employ in key contributor, mission critical and leadership roles.
The new game in the business of Recruitment Process In-Sourcing
Continue reading "Stop Jamming A Square Peg Into A Round Hole" »
