Guessing is not a strategy: How to build decision velocity with AI and real-time data
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OK, so after reading my last post you found that, every once in a while, your organization shoots itself in the foot. Or maybe you found that your organization is making itself dance with an automatic machine gun.
The same organizational behaviors that cause workforce problems help your best workers out the door into the waiting arms of the competition (your competition for the high-performers.) So what is the opposite of those behaviors? What behaviors motivate and retain workers and lock in the high-performers? The Right Management study lists these:
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Show respect for employees as equal partners
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Demonstrate honesty and integrity
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Engage people in vision and strategy
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Share information
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Commit to developing people
This list appears to be a tall order to me. Not impossible, just a big culture change. So many organizations today have leaders and managers who are ‘old school’, and do the opposite from the above list to maintain some selfish edge over others. And believe me, once one leader does it, it is virtually impossible for direct reports to act differently. And so the cascade of offal flows down the organization and into your project.
If this is your situation, the best you can do in the short term is to demonstrate the behaviors in your project. You will be a beacon light and high performers will more likely stick with you.
Posted on: November 02, 2007 02:46 PM |
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