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"I Wanted to Solve the Problems Before They Materialized."

 

300 words.

Reading time:  1 - 2 minutes.

 

How to Avoid the Biggest People Mistake.

 

 by Dov Gordon

 

 Comment on this issue:  http://ceotp.blogspot.com/

 

How to Avoid the Biggest People Mistake.

 

The biggest and most unnecessary people mistake in business stems from our tendency to evaluate a candidate’s ability to handle a new job based on his or her performance at a previous one.

 

This practice is the very antecedent of what we lovingly call The Peter Principle.  And so, we continue to promote people until they no longer perform.

 

We forget that past performance is not indicative of future success.  Nevertheless, past performance is the primary criterion we consider when hiring or promoting.

 

Continued below…

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Praise for Dov Gordon’s Strategy work:

 

“...The two day program Dov Gordon led assisted us in setting certain priorities

and objectives for the near and mid term future.

 

“Dov made a number of significant observations and comments which

assisted us in achieving our program objectives. We were very pleased with the job he did and I would look forward to engaging him in the future for additional assignments...”   - Robert Ehrlich, Chairman/CEO Arotech Corporation

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Continued…

 

The right approach is to begin the other way around.  What are the non-negotiable qualities a person must posses in order to excel at this job?

 

The criteria will always be a combination of both skills (knowledge plus experience) and behaviors.  For example, it isn’t enough to know HOW to give a subordinate painful feedback – the skill – if you fail to do it.   Doing it is the behavioral factor, the element that is often ignored.

 

 

Dov Gordon’s CEO Thought-Provoker™ Questions:

 

1.      Do you or your HR people arbitrarily define job requirements based on input rather than the based on the business results you want the candidate to achieve? For example:  “Must have at least seven years experience in marketing” when it should be “Can lead a marketing team and bring the best out of each team member.”

 

2.      Take out the written job descriptions for three key people in your organization.  Have you defined the three or four non-negotiable criteria for each position?

 

3.      Think back to a time when you hired someone to a position that turned out to be over their head.  Did you a) define the non-negotiable criteria for the job and b) investigate his behavioral tendencies as well as his skills?

 

 

The Gordon Group works with organizations like yours, helping them make the right decisions in the most important area of all:  hiring talented people and creating an environment and culture where they consistently perform at their peak.  Ask us how we can help you: dov@gordongroupec.com.

  

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You can comment on this and other CEO Thought-Provokersâ„¢ at our blog:  http://ceotp.blogspot.com/

Archives of The CEO Thought-Provokerâ„¢ are here:  http://www.gordongroupec.com/articles.html

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Dov Gordon helps senior executives at small and mid-sized companies around the world to earn the respect and admiration of their marketplace.  Clients benefit from clarifying their strategies, sharpening their focus, better decision making, improved teamwork and growing into great leaders.

 

Management and Strategy Consulting.

Executive Coaching.

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You may republish and redistribute this article provided that you include (1) the full article with the attribution at the end, (2) a link to www.GordonGroupEC.com in the attribution and (3) You must notify us before you use this piece to confirm this is still available.

Please email me your thoughts and feedback.

See our recommended reading list at:   www.GordonGroupEC.com/books.html         

Copyright 2006 © by Dov Gordon.  All rights reserved.

   

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