Comments on: Hire People You Can Trust to Do Their Job

By: Curious Cat Management Improvement Blog » Dee Hock on Hiring

Curious Cat Management Improvement Blog » Dee Hock on Hiring — Mon, 16 Aug 2010 13:18:50 +0000

Dee Hock: “Hire and promote first on the basis of integrity; second, motivation; third, capacity; fourth, understanding; fifth, knowledge; and last and least, experience.”

By: Samuli Pahkala

Samuli Pahkala — Fri, 06 Feb 2009 11:43:14 +0000

What you are talking about here is actually Situational Leadership – people need different levels of management and support on different phases and different tasks.

I know what it feels like to be moved “into supervisory roles with little support, to sink or swim on their own (well perhaps sinking those around them too). ” I could have used much more support a couple a years ago. Eventually I managed to swim and did not even sink people around me.

By: Greg Glockner

Greg Glockner — Thu, 05 Feb 2009 16:56:42 +0000

When is micro-management a problem with the employee, the manager or both? It’s important to weed out the bad candidates during the screening process. But there’s a fundamental difference between the toxic employee and the one who simply needs some occasional guidance.

Years ago, an executive taught me that only a few employees will ever be top-performers; the challenge isn’t to expect everyone to become like the top-performers, but rather to expect the majority to do their job effectively.

The challenge is to identify the needs of the individual employees and to give them just enough guidance to do the job effectively.