LEADERSHIP STRATEGY: FIRE SOONER RATHER THAN LATER
don't waste time and resources trying to develop non adaptive employees
A significant success factor for supervisors, managers, executives, and CEOs is knowing when and how to fire in a rapidly changing and fiercely competitive world—referred to by futurist David Houle as the shift-age. Many managers, labor leaders, and government regulators are haunted by industrial-age ghosts. Unknowingly, they are being influenced by outdated and dysfunctional attitudes and habits. For an organization to survive, it must deal with non-performing and ethics-violating direct reports in a manner that aligns with new shift-age realities.
by Art McNeil LSI Managing Partner
Shift age realities that affect employment:
- Life cycles of product and services are being dramatically shortened. Skills will become redundant fast
- Millennial workers are programmed to take advantage of changing conditions—they cannot and will not perform under the influence of dysfunctional industrial-age attitudes and habits. They will move on rather than persevere.
- Experience loses its value quickly—knowledge becomes a liability because those “in the know” feel less compulsion to learn and are subsequently slow to adapt.
Fast moving competition, changing technology and government regulations, will limit the availability of time and financial resources—survival demands that resources be wasted trying to develop slow to adapt employees. In the shift-age engaging top talent and releasing marginal performers must be swift and ongoing. More visit http://leadershipstrategypapers.com/2011/12/27/leadership-strategy-harness-the-power-of-tomorrows-workforce-today/
This post sponsored by the Baton Management System