Culture

Another take on recruitment and talent

I recently came across this management principle of Dee Hock, the founder and former CEO of the VISA credit card association: "Hire and promote first on the basis of integrity; second, motivation; third, capacity; fourth, understanding; fifth, knowledge; and last and least, experience. Without integrity, motivation is dangerous; without motivation, capacity is impotent; without capacity, understanding is limited; without understanding, knowledge is meaningless; without knowledge, experience is blind. Experience is easy to provide and quickly put to good use by people with all the [...]

Dynamic Culture Audits

Here's my argument: we need to move from methods of measuring organisation culture that are static, towards methods that allow for dynamic assessment. This argument comes out of experiences where static approaches have failed to provide relevant information during the life-cycle of a change management project. When embarking on an organisatinal intervention project, one can normally anticipate the inclusion of a "discovery" phase as the first of the project. This is where an "as-is" assessment/audit of the context in which [...]

Another take on recruitment and talent

Dynamic Culture Audits

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