And if they’re above, then the answer’s probably disappointing.
Which means that the HR/appraisal/discipline industry is wasting its time. At least, it’s wasting its time trying to change people.
Let me try another tack. One of the latest corporate mantras is that ‘we need to embrace diversity’. Now, if that’s the case, why are so many leaders trying to get everyone to be the same?
The answer is all about control. If everyone in an organization is broadly similar in personality, outlook and thinking then the perception is that directing them will be easier.
The trouble is, with everyone the same, there is no internal challenge and teams suffer because they usually thrive on the differences among their constituent parts.
So, what I’m coming to, in a roundabout way, is that difference is good. And that what the HR/appraisal/discipline industry needs to do is harness differences and apply them for the corporate good. The customer facing guy who’s over assertive and should never have been let near customers in the first place should be allowed to move and apply his talents in, say, procurement (where his assertiveness may strike better purchasing deals). And the procurement guy who likes to please people can take his place in Customer Service.
It’s called horses for courses. And it’s common sense.
And where you cannot change someone and there’s no other course for the horse? Well… that’s one for the non-culpable inefficiency route, I’m afraid. And a mental note to look at recruitment procedures.
Can you change people?
Tags: assertiveness change common sense constituent customer service discipline diversity horses inefficiency internal challenge mantras perception personality procurement recruitment procedures roundabout way talents