Astute commentary as always. Drive, desire, commitment, loyalty, character, etc., often fall through the cracks of a flawed interview process that focuses too heavily on the wrong items. Thanks for sharing Mark.

Hi Mike:

Thanks for sharing your insights Mike…The HR comment isn’t so much a negative comment with regard to HR as a practice or profession, but is more of a commentary on how many organizations use HR, as well as who many organizations hire into HR roles which often times they’re not well suited for. I’ve  known several talented HR professionals, but regrettably they have been the exception and not the rule. It all goes back to creating a culture of leadership. Thanks again for sharing Mike.

Great post.  I think you’ll have an interesting discussion on your hands regarding your statements about HR.  It’s a shame that our common experience and understanding of HR aligns with the defensive description you mentioned above, “making sure processes are implemented and followed.”  Wouldn’t it be great if HR were more of an internal offensive, talent consultant you speak of above, acting as a steward of the culture and constantly looking for, identifying and upgrading the talent in the organization, all of it.

Secondly, I agree with you and Dan.  Your post outlines a leadership-based approach to strategic talent acquisition and growth.  Many organizations don’t want people who behave as a leader.  For example, why would any organization exclude the best person because they cost too much.  Generally someone “costs” that much because they’re worth it to your competitor.  The organization admits up front that they’re willing to settle for something other than the best.

Thanks for the thoughtful post.

Hi Dan:
Your observation is regrettably sad, but true. Most people won’t debate the importance of culture, but they vehemently argue over how culture should be built. My premise about what the major construct of a cultural ecosystem should look like is more than hypothetical – it’s undeniable by anyone who studies successful organizations with an open mind. My message is a simple one – if you want to create a culture based upon an ethos that empowers, attracts, differentiates, and sustains, the ONLY culture that flourishes over the long haul is a culture of “leadership”. Thanks for stopping by Dan.

Love this topic. #7 created the strongest emotional response in me.

Hire Leaders. The problem is many organizations don’t really want leaders. They want people who fit in. Leaders may share values and fit the culture, but leaders seldom fit in. 

The don’t upset the apple cart approach to defining a good fit is one reason organizations don’t hire leaders to begin with.

I feel better now. 😉

Best,

Da