A recent post on LinkedIn (https://lnkd.in/ecrcJRWM) commented on how job postings seem to leave out critical aspects of a leader’s success:
While a number of organizations chase after leaders with the right position title or number of years sitting in a particular role, very few seem to appropriately acknowledge and reward leaders with a proven track record of rehabilitating, building, and nurturing healthy, high-performing teams. Not only do the engineers/individual contributors on the team appreciate those skills, but the decrease in attrition, increased technical performance, and accelerated growth of the team as a result of these highly-effective leaders directly contributes to critical business outcomes.
So, why aren’t these leaders recognized?
Some initial thoughts:
- This will likely get worse with indiscriminate AI searches and screening for specific titles, industries, and other demographics … worsening tunnel vision in recruiting.
- Focusing on demographics is easier than looking at substance, even before AI.
- While many trumpet “culture eats strategy for breakfast” or similar memes, not many companies hire that way nor do leaders lead that way.
- Internal turnarounds and team building can be huge endeavors, but since the starting point is often in the negative zone/hole, the huge results may not look as big compared to moving from a positive position to a higher positive one.
Questions to consider:
❓ Will AI make finding the right leaders better? Worse?
❓With the huge number of applicants and resumes floating around, how can HR folks and recruiters efficiently find the gold needle in the dross haystack?
❓ What’s the best way to express/make visible the value of rehabilitating, building, and nurturing high performing teams?
Leave a Reply