hiring Archives - Epic Living

I Don’t Know

21 April 2015April 20, 2015Eric

It’s clear we like to know where we’re going. The idea of mystery, question marks and pure unknowns disturbs us.

The statement of “I don’t know” can be liberating.

Many won’t go there. We’ve been duped into believing that we have control, can master anything we set our minds to, or there is a solution for every problem. Terry Walling once wrote that the best leaders know how to live with the questions. As tough as that is to swallow and live, I agree, from my own experience. There’s something about moving forward without an answer. There’s something inspiring about moving forward without knowing (exactly) where you’re going. I’ve had so many twists and turns over the last ten years, I’ve come to a peace about the dance. It is life.

In America and other parts of the world, we’re trying to keep the status quo and be innovative at the same time. It doesn’t work. We want to find talent, but we don’t want to get too close to our gut instincts. We want to give advice on employee wellbeing, but don’t want change the structure. Many organizations turn to data and technology to replace what only a human can do. It’s almost like a throwing up the hands approach. When the robots take over, then I’ll bow down to the alter of data. It’s really just a mask anyway, for those who can’t look into your soul, or their own. Data and technology is mostly a spice or flavoring. The human is the main ingredient. Always has, always will be.

Am I advocating dumping research into the cures for cancer or diabetes? Am I saying data won’t help the talent recruiter make better decisions? In no way do I believe that. However, anything used to make up for our intellectual laziness and discipline will only be a band-aid on a gunshot wound. I think we need more of doing what we know we need to do, instead of analyzing endless data/excuses.

Here’s how to start embracing your “I don’t know:”

Understand that being in a place where you don’t have an answer is not an indictment of your intelligence. Anyone who condemns you for your I don’t know is an insecure…you know the right words
Understand we live in the age of titles, certifications, etc., the truth is found in the pursuit and not an outcome with a label
I don’t know leads to knowing. It’s a sad irony how we miss the boat here. By the way, companies like Google are looking for this in the people they hire
A full and vibrant life is found in those able to embrace the unknown.
Surround yourself with people who are on a similar journey. It will keep you strong in a faux world

What Management Doesn’t Know Will Hurt Them

30 November 2012November 30, 2012Eric

Does your manager operate on assumptions? It's kind of a turn on my saying, what management does know will hurt them. The following are some examples:

We hit our numbers (cutting costs, revenue goals, quarterly profit), therefore we've earned the right to proceed with the next phase of growth.
The last employee survey was better than the last, so we don't need to dig any deeper into past complaints of favoritism.
We all have sacrificed, so morale isn't as bad as it may appear. Besides, we're a team.

Obviously, you and I could think of many other examples. My point is to illustrate the two different worlds management and employees live in. The most dangerous part is the inevitable collision to come. In America those collisions are happening on a regular basis. For example, our fiscal cliff is causing many publically traded companies to pay out one-time dividends at a lightening pace to beat what they see as the inevitble in 2013. The hike in tax consequences on dividend income. This is happening while many employees, and potential employees, are wondering when will the hiring will start again. The money is there for a dividend, why not for hiring someone.

Human beings are complex creatures. The DNA is fixed and we are who we are. Survival instincts, the need for affirmation and a desire for clarity are just a few to consider. How can this be missed. Lower quality leaders just don't know any better. Call it a leadership deficit that's difficult to remedy.

We're doing battle with culture here. A culture that staked everything, or so it seems, on some false-growth model. There needs to be some cleaning out to the rot. I'm not advocating we toss the entire system out, but I am advocating that we add some serious leadership development that is NOT based on giving the appearance of change. Way too many programs conform to keeping the status quo alive and well. We need to find courage now because we are far into the second-half. Expecting an epic comeback is a very dangerous outlook.

Management is toying with grave consequences when it forgets this.

Hidden Costs

16 October 2009October 16, 2009Eric

One thing that drove me crazy when I was paying for my sins in corporate America was all of the hidden costs inside the organization. As a corporate manager I was always asked to cut expenses. However, I was rarely asked to look at those hidden costs. The costs that were silent killers. For example:

Meetings. Need I say more?
Training events that were the equivalent of a U2 concert. Entertainment versus learning here. Feels good in the moment, but forgotten when it counts.
Employees and their organizations who don't fully understand the difference between time and results.
Outdated policies and procedures written 20 years ago that are as relevant as a powder blue tuxedo.
Hiring practices that are driven by HR. The hiring of talent is not a legal process.

If your organization really wants to be efficient and lean, then take a look at the hidden costs. It could lead to a new curve. Failure to look always leads to atrophy. And as we know atrophy lives next door to extinction.