Posts Tagged ‘Denial’

Cross-post from BadConsultant:

Well, it wouldn’t be the first time that BadConsultant was riding a trend before it had even become a spark in the eye of an in-utero idea emergent at an innovation incubative blue-sky research fantasy novel land far, far away, would it?

Yet now, some 4 years later, what does BadConsultant read in the comments section of an update on LinkedIn?

“… Let’s pretend that the role of a Chief Performance Officer is to: 1) identify dysfunctions in bot-human, bot-bot, and human-human performances; 2) determine the hidden costs of those dysfunctions (ain’t no line item for ‘shit’s not working’ but there’s damn sure a cost and it’ll be huge for the next 20 years, because a LOT of shit’s not going to work); 3) save the company a LOT of money money by eliminating the dysfunctions; 4) convert the cost savings into investments in sustainable growth via new revenue generating activities….”

Well, who is this BadConsultant to be meek, mild and self-effacing.

You might not remember DestructionHR.com, but we do…

DestructionHR was always intended as a safe haven for those HR and OD professionals who seriously believed the rule-book needed to be torn apart. It started, but very quickly went into suspended animation

[we think of John Hurt, Sigourney Weaver, et al sleeping in their pods on the Nostromo]

mainly because, in every discussion where the title was shared, the knee jerk reaction to that word

Destruction

was absolute

[almost as interesting was the fact that HR representatives actually thought we didn’t take that into consideration when designing the concept]

We were told there was NO WAY that DestructionHR would ever make any sense.

So we let it sleep.

[but, of course, held onto the domain name]

4 years passed

[4 long years of seeing the need for DestructionHR at most clients and at every networking event]

then suddenly we see that comment on LinkedIn.

And just for a second, BadConsultant was seen to do the Snoopy happy dance.

So… Are you a HeRetic?

A bientot

BC

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Those organizations maintaining twentieth-century practices and mindsets have to compete with this:

Our small team is growing and is in need of a full time current or future rockstar to help us get to the next level. You’ll work with a team of 5 which includes two experienced ruby/rails developers, a front end developer, a creative director and a U/I developer/designer/specialist. Here are the details:

this is what we do for 80% of our week-

we make web sites, web apps, and mobile apps for clients ranging from pre-funded startups to fortune 500 companies. there is variety in the tasks our team performs, which allows everyone to learn new things and hone their skills while not getting bored.

this is what we do for 20% of our week –

our backgrounds are very entrepreneurial, and as such, we’re always tinkering on new problems to solve and itches to scratch hoping we’ll stumble upon the next big thing. Our team spends (at a minimum) 20% of our time working on these ideas. Each team member (and future team member) will be an equity partner in any of our ideas that we launch.

work environment –

casual, in a very cool office space in historic downtown durham close to bars, restaurants, theatre, baseball stadium…and bars.

our ideal candidate –

some experience is a must, but we highly value attitude and mentality. if you want to solve problems and grow, then we’ll consider all levels of experience. Our ideal candidate is a team player who is interested in the thrill and rush of a startup yet realizes the benefit of working hard and doing a great job for a client to pay the bills.

Lastly, this is a full time position in house in durham, nc. we will consider remote opportunities but they will be prioritized lower than someone who can come to the office.

our goal for every team member –

to create the dream job that pays well, provides a fun atmosphere and comraderie, and allows everyone to pursue bigger goals.

Where are the statements on pensions and benefits? Where are the ‘minimum years experience’? Where are the ‘minimum academic qualifications’?

More importantly, where do you think the next generation of talent would rather work?

[Note: this was an actual job spec posted by North Carolina-based Smashing Boxes – if you’re interested contact nick@smashingboxes.com]

http://badconsultant.wordpress.com/2011/03/17/dont-worry-theyll-turn-into-us-one-day/

Leaders want more innovative, human, engaged organizations.

Managers want more innovative, human, engaged organizations.

People want more innovative, human, engaged organizations.

Nearly every action HR takes stifles innovation, humanity and engagement in organizations.

HR is the blocker.

Discuss…