Agreed! Luckily they’re fairly easy to replace as long as you don’t build systems that won’t allow them to fail.
A decade or more before COVID my favorite tool was to let everyone work from home. Those that sucked at their job wouldn’t get anything done. HR would just ask we bring them all in and I’d refuse. If they can’t be trusted to work without supervision they can’t be trusted to work with it.
Now keep in mind we have to be reasonable people and not driving our people beyond reasonableness.
Now keep in mind we have to be reasonable people and not driving our people beyond reasonableness.
Ditch your suite, and go into executive exclusive consultancy.
Just paraphrase the quoted section for each individual thick skull, and maybe teach them that softening the skin around your eyes and giving the beleaguered high performers bringing feedback a knowing look doesn’t violate business needs.
Then you won’t have to worry about posts starting with “as an executive” going wrong.
Well, no not really, but I know a board that needs to internalize that sentiment.
The problem is you need a executive body that already agrees with you to select you from their choices of consultant. We’re not rational creatures and are our personal biases make it so we’re more likely to hire the consultant that reflects our preconceived ideas
I’m not sure why you got a down vote for saying someone should help change the whole system but here is an up vote to help fix it.
And bottom line that won’t work. It won’t because American organizations are dictatorships and dictatorships always end up that way. I do what I can to fight it but I know my efforts have limited impact outside of my departments.
For some “light” reading, try The Doctors Handbook and Cultish. Both amazing books that do a great job outlining why the systems work the way they do and changing the system is what’s needed to change the default output.
Germany to an extent and some Nordic countries do a good job of this on paper. I can’t say I’ve read enough to speak intelligently about their solutions though.
Agreed! Luckily they’re fairly easy to replace as long as you don’t build systems that won’t allow them to fail.
A decade or more before COVID my favorite tool was to let everyone work from home. Those that sucked at their job wouldn’t get anything done. HR would just ask we bring them all in and I’d refuse. If they can’t be trusted to work without supervision they can’t be trusted to work with it.
Now keep in mind we have to be reasonable people and not driving our people beyond reasonableness.
Ditch your suite, and go into executive exclusive consultancy.
Just paraphrase the quoted section for each individual thick skull, and maybe teach them that softening the skin around your eyes and giving the beleaguered high performers bringing feedback a knowing look doesn’t violate business needs.
Then you won’t have to worry about posts starting with “as an executive” going wrong.
Well, no not really, but I know a board that needs to internalize that sentiment.
The problem is you need a executive body that already agrees with you to select you from their choices of consultant. We’re not rational creatures and are our personal biases make it so we’re more likely to hire the consultant that reflects our preconceived ideas
I’m not sure why you got a down vote for saying someone should help change the whole system but here is an up vote to help fix it.
And bottom line that won’t work. It won’t because American organizations are dictatorships and dictatorships always end up that way. I do what I can to fight it but I know my efforts have limited impact outside of my departments.
For some “light” reading, try The Doctors Handbook and Cultish. Both amazing books that do a great job outlining why the systems work the way they do and changing the system is what’s needed to change the default output.
Germany to an extent and some Nordic countries do a good job of this on paper. I can’t say I’ve read enough to speak intelligently about their solutions though.