In my previous post, I explored the management “design” of hiring someone from a successful organization to bring change to your org. It’s a great idea – hire from the best, and you get the best. And presumably, this person is a top performer. Win-win! However, this can be a perilous design, as the organization you’re hiring from perhaps created great performance through the org processes and culture. The success was not necessarily via the individual’s greatness, but from the collective efforts of the previous org. But that’s what you’re hiring for when you hire this kind of expertise – change and improvement. So you need to be committed to it.
Let’s imagine that you hire a change agent who is ready to bring in the successful ideas and practices of the prior org to the new org. What more needs to be done to help this change agent be successful? Let’s take a look. Read more
The Manager by Design blog advocates for a new field called Management Design. The idea is that the creation of great and effective managers in organizations should not occur by accident, but by design. Currently, the creation of great managers falls under diverse, mostly organic methods, which create mixed results at best and disasters at worst. This is the latest of a series that explores the existing designs that create managers in organizations. Today’s “design” we have now: Hire the premier technical expert.
Having the opportunity to hire a premier technical expert to improve your organization’s performance is a great idea. It brings in a fresh perspective, the technical knowledge you need, and perhaps will transition your team from being mediocre to industry-leading. What could go wrong? Lots. Read more