Inspect & Adapt

Have you ever come across one of those people who, even though they’ve only just arrived on the scene, is keen to tell you that, “(they) know exactly what the problem is” and “what you need to do is...”? Well I have – unfortunately on more than one occasion - and I find them extremely annoying!

I’m sorry, but it doesn’t matter what your background is and how much experience you have, you cannot possible approach a person or team in such a manner and retain your credibility.

It’s not just consultants who can fall into this trap. I’ve also seen recently hired employees make this same mistake. Let me reiterate, this is not a great first impression to leave behind! Having been on the receiving end, my immediate thoughts about the offending individual are generally extremely poor and certainly not repeatable here.

To be fair, I don’t think this is a common trait, which is why it sticks out like a sore thumb when you see it. Most of us understand how to treat people with a bit more respect.

I’m not certain it’s deliberate either. It’s more likely to be a lack of emotional intelligence in the offender. Or am I being too generous?

Anyway, you can probably tell that I’ve just had such an incident and it prompted me to write. It’s actually quite cathartic.

The question that’s just struck me of course is how do I come across when I first arrive somewhere new? OMG, do I make this mistake too? Surely not!?!?!

Perhaps now is the time to state what I actually set out to do and this is where the title for the entry comes in. I believe in the ‘inspect & adapt’ school of thought. Before expounding my opinions, I would much rather take the time to understand the situation, determine if I have any relevant experience to contribute and then tailor my thoughts and suggestions to the context at hand. Experience counts for an awful lot, but it needs to be applied to fit the current environment if it is going to make a difference.

If you read this, know me and think that I have my own challenges and opportunities to improve in this area, then please let me know. However, if that's the case, do treat me gently with your feedback as you now know that at least I think I'm doing the right thing!

Cut, Copy, Paste

When making your next hire, will you be looking for the right qualities in the candidates that apply?

As Apple finally delivered Cut, Copy, Paste for the iPhone this month, a feature that some might refer to as "pretty basic", it spurred me to consider how applicable our past experiences are when solving new manifestations of the "same old" problem and, in particular, what is their relevance when moving between discrete roles and employers?

People are typically brought into an organisation on the back of their past experience. As recruiters, we can be overly prescriptive when describing the ideal candidate and too easily persuaded when we find what looks like the perfect match. At the back of our minds, we should always remember that "past performance is no guarantee of future results".

In practice, solutions are unique to the environment in which they are conceived and implemented. So, to my mind, it is how the results are achieved and the skills that are employed that are the most critical factors, as these are far more portable than the results themselves. What you value in this context will depend on your particular organisation, but examples might include: listening, critical reasoning, collaboration, engagement and tenacity, to name just a few. Often, these are the very things you look for during graduate recruitment when past experience is only a minor consideration.

A strong team needs a broad set of knowledge, skills and experience to be at its most effective. So, before you limit your candidate pool unnecessarily, I recommend that you take a step back and reassess what qualities would have the greatest positive impact on your team.

The Change Agent

The Change Agent is an essential ingredient on any successful transformation programme. Armed with a mixture of skills, the role revolves around people and the ability to get them wholly engaged with the change agenda. Passionate and energetic, the Change Agent needs to keep focused on the strategic goal and inspire others to follow.

The Change Agent is often new to the organisation and has no attachment to "the way things are done around here" mindset. Working closely with key stakeholders, the Change Agent is there to deliver results, embed lasting transformation and enable businesses to succeed.

The Change Agent can represent both threat and opportunity, both friend and foe. Understanding people and how to achieve a win-win outcome for all parties is crucial. 

Remember, change is constant so get used to it.