The new reality of remote work is challenging any top-down centralized processes. Ohos has seen this coming for a long time and we are here to support you when you are ready. Decentralized real-time feedback, goal tracking, succession planning, and manager accountability…for when you can’t watch over your employees shoulders anymore (thank goodness!)
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“Stay in your lane”, “mind the guardrails”, “make a roadmap”, “drive for results.” Work is a lot like driving…don’t forget the purpose and proper use of your mirrors.
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Using same the process that created the leadership gap to fix it is ridiculous. It’s time to reimagine how we select leaders and confront some ugly truths about our success rate of picking winners over the past few decades. In short, we’re really bad at picking who will be good leaders…but it’s not a matter of potential, it’s a matter of perspective.
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The search for talent seems to be getting worse. More and more staffing, recruiting, and talent agencies are popping up while companies also start focusing on diversity. But paying search firms, contractors, and agencies might be costing you WAY more money than you think…and they are only pushing the diversity and talent gap problem down the road for you to face later. So how do we start solving it before it really is too late.
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HR is not typically seen as the innovative hub or the first to try new ideas, but why? And how, in this battlefield of talent, can companies do more to stand out and lead the way with new ways to work, communicate, and build company culture.
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Empowerment is something intrinsic. It is not something someone can give you.
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According to research, 42% of identified “high-potential” employees are below average. Nearly 15% of them are in the bottom 25% of their peers. Suffice to say, companies are bad at spotting whom to promote; primarily because they rely on biased opinion, not data. Here is a short parable on how and why things go wrong with traditional “best practices” like 9-boxing…and how you can make things go right with better data.
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We received some feedback on our last post “Ohos and the Mess with SCOTUS.” Topical and sensitive posts often do that. We wanted to clarify the parallel we were trying to draw and highlight the example of how making a decision based on bias (and no data) can make people very frustrated, angry, and divide people. Better data = better decisions.
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Do you have a ‘Kavanugh’ you are about to promote? If you are only using your perspective and promoting without getting data from the people someone is about to lead and works with everyday…you might. I’m not saying Brett Kavanaugh should or should not be confirmed, I am saying if we (and Congress) had readily available feedback data from people who studied and worked with him over the years, maybe things would be going differently (and maybe with another candidate.)
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