In the context of increasing\u00a0your gross margins\u00a0and increasing your available time \u2013 consider these\u00a0extraordinary stats:<\/p>\n
Humans are extraordinarily well programmed in avoiding\u00a0taking new action,\u00a0leaving whole industries<\/strong>\u00a0being left behind, and\u00a0stuck in their dated paradigms<\/strong>:<\/p>\n Whilst this analysis is not exhaustive, let’s take\u00a0the recruitment industry!<\/p>\n The recruitment industry\u00a0paradigm is their CV centred process and weak emotional intelligence. To explain…<\/p>\n This paradigm fuels and leaves\u00a0recruitment strategies misaligned and conclusions unsuccessful. Their emotional intelligence\u00a0blind spot causes a lack of acknowledgement and intransigence. This makes candidates and customers alike so angry.<\/p>\n Look at some of the data…\u00a0<\/strong>Why is the industry unsuccessful?<\/strong> – 46% of newly hired employees fail within 18 months, Why might recruitment be broken?<\/strong><\/p>\n – poor interpersonal skills are overlooked. See below notice how the recruiters’ behaviours mirror\u00a0the behaviours that caused the candidates they placed to fail:<\/p>\n – 26% can\u2019t accept feedback What thought processes indicated that there is a misaligned paradigm vs. their industry challenge?<\/p>\n So what does the recruitment industry say?<\/strong>\u00a0These are some of the comments that highlight why the industry thinking is\u00a0stuck. These are quotes\u00a0from a \u201crecruitment industry thought leader\u201d.\u00a0Their peers’ comments were more aggressive and less sophisticated!<\/p>\n Non-assertive aggression, flawed labelling and adding “meaning”<\/strong>\u00a0–\u00a0“As for the rest of the\u00a0f<\/strong>etishized nonsense he wrote,\u00a0that’s the kind of rhetoric that might be used to identify the types of people who’d be successful building their own businesses – not working for someone else”\u00a0\u00a0<\/em>Quote, A Recruitment\u00a0thought leader.<\/em><\/p>\n Denial or deletion:<\/strong>\u00a0“That post\u00a0is one of the dumbest comments on hiring I’ve ever seen. “CVs are poor predictors of success in life”\u00a0 “..greatness does not show up on a piece of paper” Wow, really?!?”\u00a0<\/em>Quote, A Recruitment\u00a0thought leader.<\/em><\/p>\n Denial and fitting facts within one\u2019s own mantras:<\/strong>\u00a0“And finally, saying that “the recruitment industry has done more damage to industry than any other” is belying the fact that “industry” selects its own hiring methods and chooses which recruitment agencies to give their job vacancies to. If\/when an agency recruiter behaves unprofessionally it’s because the hiring company either lets them or doesn’t care.<\/em>\u00a0Quote, A Recruitment\u00a0thought leader.<\/em><\/p>\n So, what DOES determine a candidate or any employee’s success?<\/strong>\u00a0Success is\u00a0determined by the self-realised\u00a0NEW actions taken when faced with challenges, (in the context of their peers and strategy). Learning or capability development comes from experiencing the new outcomes having taken these self-realised different actions.<\/p>\n So, what’s the problem?<\/strong>\u00a0CVs don’t capture this dynamic?<\/p>\n So, how do you recognise\u00a0this type of dynamic and what paradigms or mantras need challenging?<\/p>\n Notice how the underlying recruitment process challenge\u00a0is deleted or distorted and becomes\u00a0hidden?<\/strong><\/p>\n So, the recruitment industry continues being dominated by CVs.<\/p>\n Education\u00a0largely imparts\u00a0knowledge, without a focus on taking self-realised new action. Studies show even MBAs\u00a0don’t\u00a0even change short-term let alone medium-term behaviours either.<\/p>\n This cycle needs breaking, but uncertainty<\/strong>\u00a0causes people to revert to the familiar, such as using CVs. Whilst flawed this is comfortable because it meets our human need for certainty!<\/p>\n Is social media a<\/strong>\u00a0convenient way to\u00a0stop listening?\u00a0The denial will drive\u00a0the anger & the industry misalignment, which through\u00a0more visibility on “social media” causes more polarisation. So, this stresses recruiters,\u00a0which entrenches\u00a0their respective positions. This makes\u00a0it more attractive to gather self-reinforcing\u00a0“social media groupies”.<\/p>\n Humans are extraordinarily well programmed to avoid taking new action and attracting groupies?<\/p>\n Until tech and Ai arrived it seems our inability to change has probably saved us from ourselves?<\/strong>\u00a0Do you notice how it’s often far easier to dismiss the challenge or add meaning or create a label to undermine the credibility of the person delivering it?<\/p>\n Paradigms are hidden and accepted. They permeate\u00a0into many industries. So, industries get\u00a0stuck doing the same things even when the challenge changed decades ago.<\/p>\n Retail, tech, investors, recruitment, auto, aero, bankers etc all face the same sort of intransigence and\u00a0paradigms that hold them back.<\/p>\n Tech is the anomaly\u00a0because it has no legacy whatsoever yet is being fuelled by the flawed\u00a0“mantra of inevitability”. This is a perfect smokescreen within the rapidly accelerating tech industry. This mantra is also the perfect cop-out to avoid resolving the 85% employee disengagement conundrum which year on year is getting worse!<\/p>\n Is this the toughest trap for you to resolve?<\/strong>\u00a0From our case studies and 1-day programs, we have found that even psychologists and or HRDs are unaware of how to unravel these traps.<\/p>\n How can you even begin to acknowledge these destructive mantras and paradigms and how can we overcome them?<\/p>\n If you worked for a recruitment company how\u00a0tough would it be\u00a0to speak up and challenge these mantras?\u00a0<\/strong><\/p>\n Do you welcome diversity? Dare to be original.\u00a0We find that in many cases the best\u00a0people in organisations are abandoned and alienated.<\/p>\n Political correctness<\/strong>\u00a0is a label that normalises and feeds into the creation of\u00a0these mantras: counterintuitively\u00a0reducing wellbeing and making engagement far worse as well as squandering a freely available source of diversity of views and innovation.<\/p>\n The Tech recruitment firms contribution showed they are positively innovating to test the people dynamics using interactive tools. But they overlook the importance of evaluating how the human-human relationship and communication drives individual success,\u00a0protects business value and performance.<\/p>\n Recruiters own psychology and or emotional intelligence is mirrored\u00a0in the\u00a0candidates they recruit, (as you would expect), so good\u00a0for repeat business!<\/p>\n Stuck!<\/strong><\/p>\n The www.winningthinking.uk\u00a0program provides a simplified set of emotional intelligence tools and counterintuitive paradigms. So, delegates can become aware of their own behaviours,\u00a0proactively act, reset their business models and maintain great\u00a0relationships.<\/p>\n Healthy relationships and open communication keep people and organisations healthy.<\/p>\n However, flawed business models bend people out of shape so become\u00a0very stressful for people with integrity. Plan b could be to marginalise those awkward people with integrity, although\u00a0you create a business without the courage and drive to\u00a0make things happen!<\/strong><\/p>\n Over the next few weeks, we are running 2-hour\u00a0preventative\u00a0seminars to enable you to protect your\u00a0business value.<\/p>\n Here you can experience how to proactively improve your team’s mental resilience, free up time, align business models, reduce\u00a0stress and reset\u00a0relationships.<\/p>\n If you would like to take impactful\u00a0preventative actions that will achieve immediate results,\u00a0drop me a note with your top 3 objectives and a convenient time<\/a>.<\/p>\n Let’s\u00a0get this sorted.<\/p>\n Have a great week.<\/p>\n My very best wishes<\/p>\n Tom<\/strong> PS. To organise or discuss a\u00a01-day\u00a0Future Team Thinking Program<\/strong><\/a>\u00a0to resolve these challenges feel free to drop me an\u00a0email<\/a>\u00a0or book\u00a0a 15-minute\u00a0appointment<\/a>\u00a0with me. We will always get back to you super quick to confirm.<\/p>\n tom@winningthinking.uk<\/a> In the context of increasing\u00a0your gross margins\u00a0and increasing your available […]<\/p>\n","protected":false},"author":5,"featured_media":14976,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-14975","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized"],"yoast_head":"\n
\n(data: Leadership IQ):<\/p>\n
\n– only 19% achieve unequivocal success.
\n– only 11% fail because of their technical skills.<\/p>\n
\n– the initial search criteria is a CV based one when in reality\u00a0interpersonal skills and\u00a0adaptability determine\u00a0success.<\/strong><\/p>\n
\n– 23% are unable to understand and manage emotions
\n– 17% lack motivation
\n– 15% have the wrong temperament<\/p>\n
\nFounder and CEO<\/p>\n
\nwww.winningthinking.uk<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"