The future may be all numbers and codes. But technology requires people – and not just any people!
Ever feel smothered in numbers? Someone comes up with a new approach, a new insight or a new product and voila! We have Work 4.0; Wireless 4G; AI; iPhone7. Another number. Another thing to learn. Another new piece of technology.
But technology is good, right? It’s how to win today and how we’ll keep winning tomorrow. A recent study of CEO’s of large global organizations revealed that 44% of these leaders believe robotics, automation and artificial intelligence will make people largely irrelevant. Almost two thirds view people as costs, not value generators. This seems to indicate that technology is taking over the world!
That’s a long way from my perspective. I’m in the people business. People are the reasons things happen; they work with machines; they interact with other people. Technology is indeed critical but people are more so.
Here’s one reason why. The arrival of a technology is usually for the better. But there is always change, and handling change is a challenge. That’s where people come in.
If you are a change agent, will your organization be able to accommodate your approach? If you are an organization that has a culture of change, will you be able to attract individuals who can thrive in that environment? If you are an organization that needs to create a culture that encourages change, how will you begin?
With people. But we’re not talking just any people. If selecting the right technology is critical, finding and engaging the right people to manage it is doubly so. A winning organization is the right people, the right skills, the right role. And, above all, the right fit.
Another recent study implied that 1 in 5 employees should not have been hired. And still another familiar statistic reflects that 40% of senior executives leave within in 18 months of being hired. In almost every case, the right person was in the wrong place, or vice versa.
Why does this happen in this high-tech world? Because it’s not hard to evaluate past experience, education, current skills and enthusiasm in a candidate. But there are two parties here. The big challenge is fit. Can both sides make 1 + 1 equal 3?
Helping clients identify, recruit, assess, coach, develop and retain those people who are key for their success is what we do. We help clients understand the characteristics that are required to be successful in the role and we help individuals understand what is important to them. Technology cannot do that.
Technology, in fact, while solving old problems also creates new ones. Those surveyed business leaders who view people only as a cost are surely overlooking the people it takes to realize the technological benefits.
Great hires happen when individuals are recruited who have the capabilities and the people skills and who fit the culture. That requires a rigorous process that identifies, creates interest, determines fit and attracts outstanding individuals. It takes commitment, thoroughness and insight to understand candidates’ expectations, potential and their fit into the organization.
Bad hires put you in the wrong column of statistics. Position your organization to take advantage of changes by making certain you have the right people in the right roles. That will keep you far above the averages.
Entering a new year is a time for hope, optimism and new resolve. Action is what will deliver results. What are you going to do differently this year?
Please talk with us when your organization has people challenges. We can help you overcome them. We are extremely effective supporting our clients in recruiting people who succeed in their culture and coaching people to be even more effective. We would love to be of assistance.
Happy New Year.