Are You Getting the Right Seat on the Right Bus?

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According to management guru and best selling author Jim Collins, the most important question entrepreneurs need to ask themselves is, " who is on the bus?' Bus is the company.

So it's very important for the owners to know if they've got the right people on the bus, and I think this question needs to be extended a bit to, " are you getting those right people in the right seat?"

Some of the organizations I've been dealing with for hiring miss out on this point; they're extremely cautious during interviewing, and somewhat clueless thereafter -- my personal opinion.

And that eventually leads to a stress-full situation for the candidate - struggling to realign according to the needs - failing to meet the expectations of the management for no faults of theirs.

I've witnessed a few incidents in my executive search career when high profile candidates - recruited by me for reputed clients - reverted to me with piled up frustrations.

Several attempts to thrash out the differences were met with a silence; recruiters reach is up to the boarding platform of the bus, and beyond -- no entry. However, candidates neither realize nor accept this argument; ultimately holding recruiters responsible for the mess.

I understand and agree: Assessing why employees are  not up to par is an internal matter of the organization, so is the required corrective action. But what's the harm in getting some opinion from the concerned search firm, which wouldn't be that useless, I believe? 

I think leadership must look into this issue seriously and work-out a result-oriented strategy to ensure perfect synchronization of employees' expertize and organizational expectations, and candidates should do their best to find out details of the proposed offer -- before closing the deal.

Talent hiring is not about getting the best available candidates only, but putting them in the right place - seat - also!

Do you agree with me on this issue ?

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Never Spoil Relationship with Colleagues All Through Your Career

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Nothing moves on its own, not even your career, and you need a hell of a push to keep it moving up: both by self and also by others.

But, who are those others and how they influence your career through such 'push-and-pull?'

Your subordinates, peers and superiors -- not only in current organization but also, where you worked earlier.

I once lost out on a promotion deal: one of my ex-colleagues - we both disliked each other and made no secret of it - happened to be in good book of my current boss and his negative feedback cost me the promotion and a good career. 

'Was it right or wrong on the part of my boss?'

Obviously wrong, because he should have verified the facts with a third-party before drawing any conclusion -- which he didn't.

But nobody bothers, because that's how - usually - such issues are being worked out in the Corporates world: recommendations, either way, play a  vital role in deciding the reward!

Similar incident happened with a friend of mine, but in his case it was a new
assignment that was almost finalized by the employer, before retreating suddenly.

Same reason: negative feedback by an ex-colleague.

So never spoil your relationship with anyone, anywhere, all through, because you don't know, who at what point of time - may be a decade later - may pull you back.

I was fortunate that a superior shared the fact, and I learned a lesson.

Take care!!!

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